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Comensura is pleased to announce the opening of our new office in Newcastle. The new Northeast office will enable Comensura to build and maintain strong relationships with local partners and clients. It marks a significant milestone in Comensura's strategy in bolstering local partnerships, particularly with NEPO (Northeast Procurement Organisation).&nbsp;&nbsp;
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Follow <a class="Hyperlink SCXW47584666 BCX8" href="https://www.comensura.com/insights/comensura-secures-nepo-framework-agreement-to-provide-temporary-labour-msp-solutions-driving-cost-savings-across-its-public-sector-members" target="_blank" rel="noreferrer noopener">a new partnership, launched in April 2025</a>, Comensura will act as a key strategic partner to NEPO&rsquo;s contracting public sector organisations and local authorities, operating as a vendor neutral Managed Service Provider (MSP)&nbsp;
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&ldquo;We believe that with such strong local partnerships, a regional presence in our newly opened office will further strengthen our understanding and integration within the community, providing insights into the local market dynamics and enabling tailored solutions that meet the specific needs of the region,&rdquo; states Hoa Ngo, Managing Director - Workforce Solutions Impellam UK &amp; Europe. 
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&ldquo;This proximity not only boosts operational efficiency but also reinforces Comensura's commitment to supporting regional development and economic growth.&rdquo;&nbsp;
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By fostering strong local engagement, Comensura will help local authorities and public sector organisations access top-quality contingent talent more efficiently. Being embedded within the community allows for a deeper understanding of Northeast regional workforce dynamics, enabling the identification of skill gaps and the swift matching of highly qualified workers to vital public sector roles.&nbsp;&nbsp;
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<h4 class="Paragraph SCXW47584666 BCX8">Find out more&nbsp;&nbsp;&nbsp;</h4>
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Are you a public sector organisation or local authority looking to future proof your contingent workforce management? <a class="Hyperlink SCXW47584666 BCX8" href="https://www.comensura.com/contact" target="_blank" rel="noreferrer noopener">Talk to our team</a> about how Comensura&rsquo;s tailored workforce management solutions and local expertise can enhance efficiency, bridge skill gaps, control off-contract spend, and connect you with highly qualified workers. &nbsp;
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Comensura opens new Newcastle offices following NEPO framework agreement

As part of our commitment to keeping hiring managers informed and compliant, we&rsquo;re sharing the latest updates from the Fair Work Commission that will take effect in Australia from 1 July 2025. These changes will impact pay rates and superannuation obligations across many workforce segments.
<h4> National Minimum Wage increase</h4>
The Fair Work Commission has announced a 3.75% increase in the National Minimum Wage effective from 1 July 2025. This adjustment raises the minimum hourly rate from $24.10 to $25.00, and the weekly minimum for full-time workers to $950.00 based on a 38-hour week.
 Which employees are affected All employees not covered by an award or enterprise agreement are affected. Most Modern Awards will also see a similar percentage increase in minimum award wage classifications. Final award rates will be published by the Fair Work Commission. Hiring managers should confirm the applicable rate for each classification before 1 July to ensure accurate application.&nbsp;
<h4> Superannuation Guarantee increase</h4>
The Superannuation Guarantee (SG) rate will rise from 11.5% to 12% on 1 July 2025, completing the legislated incremental increases aimed at enhancing retirement savings for Australians. Employers must apply the new 12% SG rate for all eligible workers. In total remuneration arrangements, the increase must be directed to the super component and not absorbed into the base salary, unless the contract expressly allows this and is compliant with relevant employment legislation and award provisions.
 What this means Employers must increase SG contributions to 12% for all eligible workers.&nbsp;Contractors or PAYG temps engaged via labour hire or contractor management providers should ensure suppliers have accounted for this change in their remuneration models. For independent contractors (eg. ABN holders), SG obligations may still apply if the individual is deemed an employee for superannuation purposes under the ATO&rsquo;s extended definition.
&nbsp; Key actions for hiring managers:
<ul>
<li>Review current award or minimum rate aligned engagements to ensure compliance from 1 July.</li>
<li>Ensure suppliers adjust pay rates for contingent labour hire arrangements to maintain compliance with award and minimum wage requirements.</li>
<li>Confirm contingent workforce recruitment suppliers are aware of this change and have updated their payroll settings for all workers accordingly.</li>
<li>Ensure the increase is applied to the super component and not absorbed into the base rate unless contractually agreed and compliant.</li>
</ul>
<h4>How Comensura can help:</h4>
These changes apply to all employees including labour hire and contingent workers. As your Managed Services Provider or Contractor Management Solution provider, Comensura will ensure compliance across all engagements, which we manage through regular audits and robust control processes.
<ul>
<li>We proactively audit supplier pay rate and superannuation compliance proactively on behalf of our customers across all engagements.</li>
<li>Our platform provides real-time visibility into contingent worker costs, helping you manage budget impacts.</li>
<li>We work closely with suppliers to ensure payroll and superannuation settings are updated in line with legislative changes.</li>
<li>Through our proprietary Vendor Management System (VMS), c.net, we uncover off-contract or unmonitored spend and bring it into view for compliance purposes - a crucial step toward achieving full compliance and spend transparency.</li>
</ul>
Find out if these changes affect your workforce, reach out to your Program Manager or <a style="color: #4a0d86;" href="https://www.comensura.com/contact">contact us</a> for a compliance check.&nbsp;
If you&rsquo;re not yet working with Comensura, <a style="color: #4a0d86;" href="https://www.comensura.com/contact">get in touch with our team</a> to find out how we can support your organisation.
For more information:&nbsp; <a style="color: #4a0d86;" href="https://www.fairwork.gov.au/">Fair Work Ombudsman</a> <a style="color: #4a0d86;" href="https://www.ato.gov.au/businesses-and-organisations/small-business-newsroom/the-final-sg-rate-increase-is-coming-on-1-july">ATO-Super Guarantee Increase</a>
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Australian Minimum Wage & Superannuation Changes from 1 July 2025

Bringing Off-Contract Spend Back into Your Temporary Labour MSP Contract

AI Integration Strategies for MSPs

What is a talent community in recruitment and contingent workforce management? 

5 Steps to Enhancing Relationships and Outcomes in Service Procurement

Direct sourcing in contingent workforce management

<h2>Implications for Local Government, &nbsp;Workforce Engagement, and Compliance</h2>
Recognised for their links to the labour movement, trade unions and dedication to social equity, Labor's return to power is poised to bring about changes in employment law and the contingent workforce. Historically, the Labor Party has been a strong advocate for community-focused policies, and their renewed mandate is likely to result in a series of initiatives aimed at empowering local councils and enhancing community services.
Focus on Infrastructure Development A key component of Labor's agenda is infrastructure development, which will have a direct and positive impact on local communities. By investing in projects such as public transportation, renewable energy, and affordable housing, the government aims to stimulate economic growth and create employment opportunities. These investments will not only improve the quality of life for residents but also enable local councils to enhance their services and infrastructure.
Changes in Employment Law Labor's re-election is set to bring about significant changes in employment law, which will have implications for local councils and the contingent workforce. For local councils engaging contingent labour via panel arrangements or direct contracts, these changes will likely require a review of how employment classifications, supplier relationships, and compliance reporting are managed. Key anticipated changes include:
<ul>
<li>Stricter regulations on casual employment</li>
<li>Expansion of Same Job, Same Pay laws to ensure fair wages and conditions, including in publicly funded or council-aligned engagements - Councils may need to ensure alignment across panel suppliers and casual labour classifications, increased penalties for wage theft, with a commitment to criminalising such practices and imposing stricter penalties for non-compliance</li>
<li>Enhanced mechanisms for resolving workplace disputes</li>
</ul>
How Comensura can help Comensura&rsquo;s MSP model is designed to support councils in adapting to legislative changes. We provide supplier audits, real-time workforce visibility, and streamlined compliance checks that help councils:
<ul>
<li>Track contingent worker classifications</li>
<li>Identify and manage off-panel or non-compliant engagements</li>
<li>Ensure award and agreement alignment under Same Job, Same Pay legislation</li>
<li>Minimise misclassification risk and improve governance</li>
</ul>
Adjustments to Minimum Wage It is expected that the re-elected government will push for higher minimum wages to help bridge the gap between earnings and the cost of living, supporting better living standards for lower-income workers across various sectors.
<h2>Impact on the Contingent Workforce</h2>
Temporary, part-time, and contract workers are likely to experience notable changes under Labor's governance. These workers, who often lack the security and benefits of permanent employment, stand to gain from Labor's focus on job stability and improved working conditions.
<ul>
<li>Access to Benefits Labor's re-election could lead to reforms that extend benefits such as paid leave &nbsp;to part-time and contract workers, ensuring they receive the same entitlements as their full-time counterparts. </li>
<li>Workplace Health and Safety Labor is also expected to focus on improving workplace health and safety standards. This may involve introducing stricter safety regulations, increasing the frequency of inspections, imposing higher penalties for non-compliance, and providing greater support for workers' compensation claims.&nbsp;Local councils engaging contractors and temporary staff will also need to ensure that WHS systems extend to external workers. Through Comensura, councils can centralise WHS documentation, pre-engagement risk assessments, and incident reporting &mdash; helping to fulfil host obligations and support contractor safety. </li>
<li>Increased focus on Job Security&nbsp; Labor's policies are expected to place a strong emphasis on job security for the contingent workforce. This could involve stricter regulations on the use of temporary contracts and incentives for employers to offer permanent positions. By fostering a more stable employment environment, Labor aims to reduce the uncertainty faced by many contingent workers.</li>
</ul>
<h2>Additional Reforms</h2>
<ul>
<li>Expanded rights for unions and multi-employer bargaining: Local government may see increased &nbsp;unions engagement, &nbsp;with implications for enterprise bargaining and workforce planning.</li>
<li>Regulation of gig and platform work: Councils using gig platforms for events or auxiliary services may need to ensure engagements meet new minimum standards.</li>
<li>Tightened casual and contractor definitions : Reforms will increase scrutiny of casual and contractor status, requiring councils to work with partners like Comensura to ensure &nbsp;compliance with definitions and obligations.</li>
</ul>
<h2>Economic Implications</h2>
With a focus on the cost of living, Labor's approach to taxation aims to ensure that corporations and high-income earners contribute fairly by closing tax loopholes, increasing corporate tax rates, and introducing new taxes on wealth and capital gains. Labor plans to invest heavily in infrastructure, funding projects like public transportation, renewable energy, and affordable housing to stimulate economic growth and create jobs. Increased funding for education, healthcare, and social welfare programs reflect their commitment to social justice. Local communities will realise this benefit through access to essential services and fostering a more inclusive society.
Comensura supports councils in managing this broader economic shift by enabling cost transparency across contingent workforces and helping align resource planning with project funding under Labor&rsquo;s new investment strategies.

How Labor's re-election will influence local councils in Australia

The Role of Data Analytics in Service Procurement 

Sustainable Service Procurement: Why It Matters and How to Achieve It

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Comensura is proud to announce that we have been officially awarded the prestigious NEPO Agency Staff Framework Agreement. As the sole supplier on the solution, Comensura will act as a key strategic partner to contracting authorities, operating as a vendor neutral managed service provider (MSP)&nbsp;
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As a long-standing specialist in temporary labour management, Comensura brings to NEPO and its contracting authorities innovative temporary labour management, a robust vendor management system (VMS) technology platform, deep market insights, and a commitment to driving both continuous improvement and enhancing social value.&nbsp;&nbsp;
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"We are delighted to partner with Comensura," said Carl Telford, Professional Services Lead of NEPO. "Their innovative approach and extensive experience in temporary labour managed services will complement our efforts to deliver procurement solutions that meet the evolving needs of the public sector.&nbsp;
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One of the primary objectives of this partnership is to enhance efficiency and achieve significant cost savings for public sector organisations at a time when local authorities are faced with increasing costs as well as talent shortages. We&rsquo;re excited to be working with Comensura through our NEPO508 Agency Staff solution to deliver value for money to the public sector.&rdquo;&nbsp;
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"This award is a testament to our expertise, innovation, and unwavering commitment to delivering outstanding workforce solutions for the public sector," said Aaron Wawman, Sales Director at Comensura. "We look forward to working in partnership with NEPO and its members to drive exceptional outcomes, ensuring they have access to the best talent while achieving significant cost efficiencies."&nbsp;
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In addition to driving efficiency and cost savings, the partnership will place a strong emphasis on social value. NEPO and Comensura aim to create opportunities for local suppliers and workers, improve local employment, support local communities, and foster economic growth through delivery of the solution.&nbsp;
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The NEPO508 Agency Staff solution is available to all public sector organisations across the UK. Visit <a class="Hyperlink SCXW161165236 BCX0" href="http://www.nepo.org/" target="_blank" rel="noreferrer noopener">www.nepo.org</a> for more information.&nbsp;
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<h4 class="Paragraph SCXW161165236 BCX0" role="heading" aria-level="2">About NEPO<span class="EOP SCXW161165236 BCX0" data-ccp-props="{&quot;134245418&quot;:true,&quot;134245529&quot;:true,&quot;201341983&quot;:0,&quot;335559738&quot;:160,&quot;335559739&quot;:80,&quot;335559740&quot;:257}">&nbsp;</h4>
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NEPO is a leading public sector procurement organisation that delivers a wide range of procurement solutions and services to its members. With a focus on collaboration, innovation, and value for money, NEPO plays a pivotal role in supporting public sector organisations to achieve their procurement objectives.&nbsp;
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<h4 class="Paragraph SCXW161165236 BCX0" role="heading" aria-level="2">About Comensura<span class="EOP SCXW161165236 BCX0" data-ccp-props="{&quot;134245418&quot;:true,&quot;134245529&quot;:true,&quot;201341983&quot;:0,&quot;335559738&quot;:160,&quot;335559739&quot;:80,&quot;335559740&quot;:257}">&nbsp;</h4>
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Comensura is a trusted provider of managed services for the procurement of contingent labour. With a strong track record of delivering value to public sector organisations, Comensura leverages advanced technology and data-driven insights to optimise procurement processes and drive efficiency. Comensura is dedicated to creating positive outcomes for its clients and the communities they serve.&nbsp;
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For further information on how Comensura can support your organisation through the NEPO framework, please contact us at:&nbsp;&nbsp;
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Aaron Wawman&nbsp;
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Sales Director, Comensura&nbsp;
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<a class="Hyperlink SCXW161165236 BCX0" href="mailto:aaron.wawman@comensura.co.uk" target="_blank" rel="noreferrer noopener">aaron.wawman@comensura.co.uk</a>&nbsp;&nbsp;
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Comensura Secures NEPO Framework Agreement to Provide Temporary Labour MSP Solutions, Driving Cost Savings Across its Public Sector Members

Considerations for Local Authorities Converting Temporary Workers to Permanent Staff

Securing and managing contingent talent is a specialised task, particularly in the talent-scarce market confronted by local governments. Comensura, a leading Managed Service Provider (MSP), ensures access to the quality and volume of workers needed in a more cost-efficient manner.
So, how does partnering with Comensura prove more cost-effective than traditional or in-house recruitment methods? Here are six ways Comensura achieves cost savings on contingent workforces for local governments.
<h4>1. Uncovering rogue spend</h4>
By applying established bill rate management strategies, Comensura can almost entirely eliminate rogue spend &mdash; where managers engage suppliers outside of council&rsquo;s pre-established procurement policies. Comensura ensures rate cards for specific roles, housed within the c.net Vendor Management System (VMS), are adhered to strictly and are based on current market research and benchmarking.
This ensures your offering is competitive in the current marketplace without being unnecessarily inflated by suppliers focused on securing their margins.
<h4>2. Eliminating invoicing errors</h4>
With traditional recruitment, invoicing errors can arise when different agencies and suppliers use various formats and fields. Comensura implements a best-practice invoicing template and approval benchmark to streamline the payment process.
Comensura also establishes and oversees a simple yet robust process to ensure all invoices are managed consistently and compliantly, with identical sign-off and approval procedures at different pay rates and thresholds. This ensures every invoice receives the same level of scrutiny and includes the same information, preventing costly errors from slipping through the net.
<h4>3. Ensuring accurate job classification</h4>
With the assistance of our proprietary c.net technology, Comensura ensures accurate and consistent alignment of job classifications to market rates, eliminating overspend.
By ensuring job descriptions and classifications are accurately benchmarked within c.net &mdash; and that all roles are aligned to the correct job category and rate &mdash; there is virtually no room for error.
This transparency allows you to see where your spend is allocated and enables more informed and cost-effective hiring decisions.
<h4>4. Implementing process enhancements</h4>
Every day without the right talent in place costs money. Comensura is measured against relevant SLAs and KPIs, designed to ensure your hiring processes operate at peak efficiency.
For example, without an MSP, a hiring manager may take two or three days to act on a hiring need. Comensura ensures new requisitions are picked up and actioned immediately.
Getting the right talent first time is important. Comensura is expert at sourcing and managing engaged recruitment supply partners, which means hiring managers quickly get a shortlist of potential candidates&mdash;all well-suited for the role.
<h4>5. Reducing unnecessary spend</h4>
c.net technology provides detailed visibility of contingent workforce activity and costs to help avoid unnecessary overspend. This includes tracking bill rates and contractor overtime hours, so any large spend with suppliers is eliminated or offset elsewhere.
For example, high levels of overtime within a contingent workforce may indicate the need for extra resources. Failing to recognise this in time could be extremely costly, especially if overtime is charged at double or triple time.
Comensura also regularly benchmarks rates to align fees charged by the same supplier and identify where discounts could be negotiated. Ideally, all workers from the same supplier should be charged at a standard rate, and margins should reflect the overall volume of workers provided.
<h4>6. Efficient hiring of referred workers</h4>
Hiring referred workers through Comensura&rsquo;s payroll and contractor management solution can lead to significant cost savings which can be upwards of AU$10,000 per worker per year. Comensura becomes the single point of contact to engage referred workers as the Employer of Record (EOR), ensuring they are onboarded efficiently and compliantly. This process minimises the time and expense associated with sourcing new talent.
Additionally, referred workers often have proven track records and cultural alignment, reducing turnover and training costs. Comensura's c.net technology tracks all related expenses, ensuring transparency and cost-effectiveness. This approach not only enhances workforce quality but also drives substantial financial benefits to councils.
<h4>Realising the value of contingent workforce cost savings</h4>
As outlined, the cost savings achieved by managing contingent workforces through Comensura come from various areas, each working together to ensure your local government gets top talent at a great price.
<a href="https://www.comensura.com/contact">Contact Comensura</a> to discuss your needs and discover other ways to achieve better value for money from your contingent workforce spend.

6 ways local government can achieve contingent workforce cost savings

Comensura worked with a local authority in a city in West Yorkshire that is committed to providing quality social care services to its growing and diverse population of around 546,400 constituents.&nbsp;&nbsp;

International Social Workers Stabilise West Yorkshire Local Authority’s Social Care  

Early Payment Facility by Comensura

Comensura, a leading provider of managed services (MSP) and HR technology in Australia, is pleased to announce the appointment of Martin Steptoe as its newly created Head of Healthcare Technology. With an impressive background in healthcare recruitment and recruitment technology, Martin is set to bring his strategic leadership and expertise to further elevate Comensura&rsquo;s HR technology offerings, driving efficiencies, visibility and control of spend and savings within the healthcare industry.
The appointment of Martin Steptoe as the Head of Healthcare Technology is pivotal for driving the success of Comensura's Evo and c.net Software as a Service (SaaS) offerings. His strategic vision and expertise in healthcare recruitment and technology are essential in leveraging these advanced software solutions to enhance operational efficiency and workforce distribution in the healthcare sector.&nbsp;
The Evo and c.net Vendor Management System (VMS) technology, already successfully deployed across the local government sector, empowers healthcare organisations by providing robust data-driven insights, enabling better resource allocation, and facilitating outstanding patient care. By championing these innovative tools, Martin will play a crucial role in ensuring Comensura's healthcare customers can meet the evolving demands of the industry, ultimately leading to improved healthcare delivery and sustainable success.
"I am thrilled to join Comensura as the Head of Healthcare Technology," said Martin Steptoe. "This is an incredible opportunity to work with a dynamic team dedicated to transforming healthcare workforce management. I am particularly excited about leveraging data-driven insights to enhance operational efficiency, workforce distribution and enable the delivery of outstanding patient care. Together, we will strive to meet the evolving demands of the healthcare industry and make a meaningful impact on our clients and their patients."
"Martin's appointment as Head of Healthcare Technology is a significant milestone for Comensura," commented Michael Rogers, Managing Director of Comensura Australia. "His extensive experience in healthcare recruitment and technology and his proven track record of implementing innovative solutions make him the perfect fit for this role. We are confident that Martin will lead our healthcare division with vision and commitment, driving excellence and fostering growth."
To learn more about Comensura's healthcare technology, please <a href="https://www.comensura.com/contact">contact us today</a>.

Martin Steptoe Appointed Head of Healthcare Technology at Comensura Australia

The Role of AI in Enhancing Service Procurement Processes

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Our new report offers new research and a comprehensive analysis of workforce tenure policies and best practices, with critical insights to help organisations optimise their contingent labour management.&nbsp;<span class="EOP SCXW151829775 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335551550&quot;:1,&quot;335551620&quot;:1,&quot;335559685&quot;:0,&quot;335559737&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:160,&quot;335559740&quot;:279}">&nbsp;
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This new research includes insights from over 40,000 active contingent workers and 68 organisations globally. This includes invaluable information for HR professionals, procurement managers, and business leaders looking to enhance their global workforce management strategies.&nbsp;<span class="EOP SCXW151829775 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335551550&quot;:1,&quot;335551620&quot;:1,&quot;335559685&quot;:0,&quot;335559737&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:160,&quot;335559740&quot;:279}">&nbsp;
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By reading this report, you will:<span class="EOP SCXW151829775 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335551550&quot;:1,&quot;335551620&quot;:1,&quot;335559685&quot;:0,&quot;335559737&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:160,&quot;335559740&quot;:279}">&nbsp;
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Gain Insights: Understand key trends and disparities in contingent workforce tenure across different sectors and job segments.&nbsp;
</li>
</ul>
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Benchmark Practices: Compare your organisation's tenure policies with industry benchmarks to identify areas for improvement.&nbsp;
</li>
</ul>
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Mitigate Risks: Learn about effective strategies to manage and extend contingent worker contracts while minimising compliance and financial risks.&nbsp;
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Optimise Workforce Strategy: Discover how to create a holistic workforce strategy that balances costs, retains critical talent, and enhances organisational efficiency.&nbsp;
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Implement Best Practices: Get recommendations on developing and updating tenure policies to meet evolving business needs and regulatory requirements and optimise your contingent talent management.&nbsp;
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As organisations increasingly rely on contingent talent to meet business demands, understanding and optimising tenure policies is crucial.&nbsp;&nbsp;
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<h4 class="Paragraph SCXW151829775 BCX0">Read the full report to stay ahead of the curve and ensure your organisation adopts the most effective and compliant tenure practices.&nbsp;</h4>
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Efficient Integrated Tenure Policies and Best Practices

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Fair Chance hiring is an approach aimed at providing employment opportunities to individuals with criminal records, recognising the significant positive impact this can have on individuals, businesses, and society as a whole. &nbsp;
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We were delighted to attend and participate in the Fair Chance Business Alliance Panel on March 6th 2025, where Hoa Ngo, Managing Director at Comensura and Chair of the EAB for HMP and YOI Drake Hall, joined other experts to discuss various aspects of Fair Chance hiring and how it can be effectively implemented. Those involved in the panel came from a wide range of sectors and backgrounds, with Comensura standing shoulder to shoulder on this issue with the likes of Virgin, KPMG, and WTW.<span class="EOP SCXW83720583 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335551550&quot;:1,&quot;335551620&quot;:1,&quot;335559685&quot;:0,&quot;335559737&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:160,&quot;335559740&quot;:279}">&nbsp;
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Here are just some the key takeaways from the panel discussion:&nbsp;
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<h4 class="Paragraph SCXW83720583 BCX0">Encouraging Businesses to Adopt Fair Chance Hiring&nbsp;</h4>
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Fair Chance hiring not only provides vital opportunities for individuals with criminal records to reintegrate into society, but also enriches businesses with diverse talent, fostering a more inclusive and innovative workforce.&nbsp;
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To encourage more businesses, it will be crucial to discuss the benefits of Fair Chance hiring through comprehensive education and awareness campaigns, dispelling common myths and misconceptions about individuals with criminal records. It is also important to highlight the significant positive impact that employment can have on their lives and on society.&nbsp;
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Collaborating with advocacy groups, employer networks, and organisations specialising in Fair Chance hiring can provide businesses with valuable resources and support. These partnerships offer access to expert knowledge and experience in working with individuals with criminal records, helping businesses to implement Fair Chance hiring practices effectively.&nbsp;
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Hoa Ngo is passionate about getting more businesses involved through sharing the successes organisations have had to date.&nbsp;
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&ldquo;Sharing real-life success stories of businesses that have successfully implemented Fair Chance hiring practices can serve as powerful motivation for other companies,&rdquo; she states &ldquo;We&rsquo;ve worked with a company that have taken on multiple workers that have recently been released from prison. &nbsp;
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A real success story was one woman who started off with a temporary role, but she has proved so hardworking and motivated that she was made permanent. They are now in the process of putting her through her HGV license training, making her an invaluable team member with a skill that the UK is currently very short on. Highlighting the positive outcomes for both individuals and businesses can demonstrate the tangible benefits of adopting inclusive hiring practices.&rdquo;&nbsp;
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<h4 class="Paragraph SCXW83720583 BCX0">Measurable Benefits of Diverse Talent Pipelines&nbsp;</h4>
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From the experience of working with clients on talent acquisition strategies, the panelists highlighted several measurable benefits of building diverse talent pipelines:&nbsp;
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Expanded Talent Pool: Taking a Fair Chance approach instantly increases the number of potential candidates by nine-and-a-half million, helping to address skills shortages prevalent across the UK.&nbsp;
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Enhanced Financial Performance: Studies have shown that companies committed to diversity outperform those without such commitments. The benefits include increased innovation, creativity, loyalty, and retention, all of which contribute to better financial performance.&nbsp;
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The FCBA Panel on Fair Chance hiring provided valuable insights into the importance of inclusive hiring practices and the steps that businesses can take to implement them effectively. By focusing on education, partnerships, success stories, and addressing biases, we can create a more inclusive workforce that benefits individuals, businesses, and society as a whole.&nbsp;
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Find out more &nbsp;
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If you are interested in exploring Fair Chance hiring and developing diverse talent pipelines, get in touch. Our expertise in talent acquisition strategies can help you build an inclusive workforce and achieve measurable benefits for your business. &nbsp;
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<a class="Hyperlink SCXW83720583 BCX0" href="https://www.comensura.com/contact" target="_blank" rel="noreferrer noopener">Contact us today</a> to learn more about how we can support your hiring needs and contribute to a more equitable and successful future.&nbsp;
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Insights from the FCBA Panel on Fair Chance Hiring: Key Takeaways

Managing Minimum Wage and National Insurance Increases: Strategies for Mitigating Risks and Reducing Costs Related to Workforce Expenses in 2025 

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We were incredibly proud to support and attend the HMP Chelmsford Employer Celebration event on 16th January, celebrating the amazing work being done by employers to support prison leavers in their journey back into employment.&nbsp;&nbsp;
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Through collaboration with HMP Chelmsford and other key partners, <a class="Hyperlink SCXW7283610 BCX0" href="https://www.linkedin.com/company/impellamgroup/" target="_blank" rel="noreferrer noopener">Impellam Group</a> is committed to breaking the cycle of reoffending by helping individuals to build brighter futures, gain new skills, and secure long-term jobs that lead to stability and independence.&nbsp;<iframe style="display: table; margin-left: auto; margin-right: auto;" src="https://player.vimeo.com/video/1054142807?title=0&amp;byline=0&amp;portrait=0&amp;color=8dc7dc" width="800" height="500" allowfullscreen="allowfullscreen"></iframe>
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<h3 class="Paragraph SCXW177320550 BCX0">Employment reduces reoffending&nbsp;&nbsp;</h3>
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Employment plays a crucial role in the process of reducing reoffending, providing a stable foundation for individuals reintegrating into society after serving their sentences. Securing a job not only offers financial independence, but also instills a sense of purpose and responsibility, which are essential components for fostering a positive self-image and a productive lifestyle.&nbsp;&nbsp;
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In addition, employment can diminish the stigma associated with a criminal record, as individuals demonstrate their commitment to rehabilitation and their ability to contribute meaningfully to the community. By addressing the root causes of criminal behavior, such as lack of skills and social isolation, employment serves as a pivotal element in breaking the cycle of reoffending and promoting long-term societal stability.&nbsp;
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"Our collaboration with HMP Chelmsford and other institutions underscores our unwavering commitment to supporting prison leavers,&rdquo; states Simon Blockley, Chief Executive Officer, Impellam UK &amp; Europe.&nbsp;&nbsp;
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&ldquo;Employment is more than a job; it is a pathway to dignity, purpose, and a renewed sense of belonging. Together, we are not just filling positions, but transforming lives and fostering a safer, more inclusive society. We are so pleased to be here today to celebrate the work businesses and organisations are carrying out to contribute to this."&nbsp;
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HMP Chelmsford is not the only prison Impellam has been working with. Hoa Ngo, Managing Director at Comensura is chair of the EAB for HMP and YOI Drake Hall, a progressive resettlement prison that promotes a culture of hope and aspiration to the women it serves, working with New Futures Network.&nbsp;&nbsp;
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She says: &ldquo;The work at Drake Hall is inspiring. Many former prisoners want to reintegrate into society, reconnect with family and friends, find new interests, and build a life. To do this successfully, they need jobs.&nbsp;&nbsp;
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Employers like Halfords, Veolia, and DHL benefit from this motivated talent pool. With low unemployment and many job vacancies, encouraging these women offers businesses opportunities for growth.&rdquo;&nbsp;
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<h4 class="Paragraph TrackedChange SCXW177320550 BCX0">Join Comensura to make a difference to your local society&nbsp;&nbsp;</h4>
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If you would like to partner with Comensura in increasing inclusion and contribute to improving society through providing prison leavers with an opportunity to rebuild their life, <a class="Hyperlink SCXW177320550 BCX0" href="https://www.comensura.com/contact" target="_blank" rel="noreferrer noopener">get in touch</a>.&nbsp;
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HMP Chelmsford Employer Celebration Event Demonstrates Commitment to Rehabilitation and Inclusion

One month to go... The Procurement Act 2023 due for launch February 2025 

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In an era where the role of local authorities is more critical than ever, the pursuit of social value has become a cornerstone for driving positive change within communities. As we approach 2025, local governments are increasingly tasked with not only managing resources but also fostering sustainable local community development that benefits all members of society. &nbsp;
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Our new guide <a href="https://144452896.fs1.hubspotusercontent-eu1.net/hubfs/144452896/Boosting%20Social%20Value%20in%20the%20Local%20Government%20Sector%20Strategies%20for%202025.pdf">Strategies for Boosting Social Value in 2025</a> was written for local authorities aiming to integrate social, economic, and environmental considerations into their procurement and service delivery processes.&nbsp;&nbsp;
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&nbsp;With expert contributions and actionable advice, the guide addresses how local authorities can effectively incorporate social value into their daily operations, ensuring that their efforts translate into tangible benefits for the communities they serve.&nbsp;
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<h4 class="OutlineElement Ltr SCXW198968501 BCX0"><a style="color: #4a0d86;" href="https://144452896.fs1.hubspotusercontent-eu1.net/hubfs/144452896/Boosting%20Social%20Value%20in%20the%20Local%20Government%20Sector%20Strategies%20for%202025.pdf">Download our public sector social value guide today</a></h4>
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We want to talk about how local authorities can transform their approach to service procurement and delivery, creating a more inclusive and equitable society and making real community impact. Learn how Comensura can help you achieve this - <a href="https://www.comensura.com/contact">get in touch today</a>
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Unlocking Social Value: Introducing the Guide to Enhancing Local Government Impact 

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The UK social care sector is facing a critical talent shortage, with our recent study <a class="Hyperlink SCXW192992398 BCX0" href="https://www.comensura.com/insights/transforming-talent-in-local-government" target="_blank" rel="noreferrer noopener">&lsquo;Transforming Talent in Local Government&rsquo;</a> revealing that over half (53%) of respondents acknowledge the sector is under extreme pressure. However, the solution to these skills shortages may be more accessible than anticipated.&nbsp;
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While there is a strong consensus that attracting new talent to the social care sector can yield significant benefits (81%), a nearly equal number of respondents (82%) believe that upskilling existing employees should be the top priority for local authorities.&nbsp;&nbsp;
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Upskilling involves more than just keeping employees current with the latest knowledge and skills; it also means helping them develop into the next generation of social care professionals through qualifications and learning pathways.&nbsp;
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One pressing issue upskilling addresses is the loss of key skills as employees retire, which 55% of respondents believe could hinder progress in social care.&nbsp;&nbsp;
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As Hoa Ngo, Managing Director at Comensura, states, "The UK social care sector is vital to many of society&rsquo;s most vulnerable members. However, it is currently grappling with a worrying shortage of skilled professionals. One of the most effective strategies to mitigate this shortage is through the upskilling of existing employees."&nbsp;
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Several approaches to upskilling existing workforces include:&nbsp;
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Developing tailored training programmes: Creating customised training sessions that address specific skills gaps and align with the needs of the social care sector.&nbsp;
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Leveraging the <a class="Hyperlink SCXW192992398 BCX0" href="https://www.gov.uk/guidance/pay-apprenticeship-levy" target="_blank" rel="noreferrer noopener">Apprenticeship Levy</a>: Using available funding to put employees into an apprenticeship pathway towards high-demand roles.&nbsp;
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Encouraging mentorship programmes: Pairing less experienced employees with seasoned professionals to facilitate knowledge transfer and hands-on learning.&nbsp;
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Providing continuous learning opportunities: Offering regular workshops, seminars, and certifications to ensure employees explore the latest advancements in social care.&nbsp;
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Incorporating feedback mechanisms: Establishing channels for employees to provide feedback on training programmes and suggest areas for improvement.&nbsp;
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People-led use of technology: Implementing online courses and training modules that allow employees to learn at their own pace and convenience, while maintaining a &lsquo;human touch&rsquo; with encouragement and mentorship from managers and team leads to ensure efficiency and maintain momentum.&nbsp;
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Investing in the development of the current social care workforce, combined with effective recruitment strategies, can equip the sector to meet growing demands and continue providing high-quality care to those in need. By focusing on upskilling, the social care sector can leverage the invaluable experience and dedication of existing employees, enhancing their competencies and filling gaps that are only widening as more workers retire.&nbsp;
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<h4 class="Paragraph SCXW192992398 BCX0">Read the Research Report&nbsp;</h4>
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Get the very latest local authority talent insights in our recent research report. Conducted in partnership with Inside HR, <a class="Hyperlink SCXW192992398 BCX0" href="https://www.comensura.com/insights/transforming-talent-in-local-government" target="_blank" rel="noreferrer noopener">Transforming Talent in Local Government</a> is based on survey responses from 60+ local government execs, procurement and HR leaders.&nbsp;
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<a class="Hyperlink SCXW192992398 BCX0" href="https://www.comensura.com/insights/transforming-talent-in-local-government" target="_blank" rel="noreferrer noopener">Download the report</a>&nbsp;
</div>

Upskilling: The Key to Overcoming Skills Shortages in Social Care for 2025 

The Fair Work Commission (FWC) has announced significant amendments to 37 modern awards in Australia
The pay rate amendments primarily affect employees in Australia at the lowest classification levels. The majority of these changes took effect 1 January 2025, with some exceptions commencing 1 April 2025.&nbsp;<a href="https://www.fairwork.gov.au/about-us/workplace-laws/award-changes/changes-to-entry-level-classifications-in-awards">Find a list of affected awards here.</a> 1
Key changes:
&bull; &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Progression from Entry-Level Classifications:&nbsp;Employees can only remain at the lowest classification level for a specified period (typically six months), after which they must progress to the next classification level. 1
&bull; &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Increased Minimum Pay Rates:&nbsp;Minimum pay rates for some of the lowest classification levels will increase, ensuring alignment with or exceeding the National Minimum Wage. 1
&bull; &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Classification Progression:&nbsp;Workers under the lowest classification levels will need to transition to higher levels within the prescribed timeframes. 1
&bull; &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Payrate Adjustments:&nbsp;Workers under the affected awards may require pay rate adjustments to meet the updated minimum wage requirements. 1
If you are partnering with us as your Managed Service Provider, our MSP team will complete the following for you:
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<li class="MsoNormal" style="mso-list: l1 level1 lfo2; tab-stops: list 36.0pt;">Review classifications to identify workers at the lowest levels.</li>
<li class="MsoNormal" style="mso-list: l1 level1 lfo2; tab-stops: list 36.0pt;">Update the c.net Vendor Management System (VMS) to reflect the new rates and progression requirements.</li>
<li class="MsoNormal" style="mso-list: l1 level1 lfo2; tab-stops: list 36.0pt;">Communicate changes to impacted workers regarding their new classification and/or pay rate adjustments.</li>
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Please feel free to <a href="mailto:support@comensura.com.au">reach out to our team</a> with any questions and for guidance.
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<a href="https://www.comensura.com/contact">Contact Comensura</a> if you are interested in our vendor neutral MSP services and having details like the above completed for you, we'd be happy to discuss how our team can support your organisation.
1.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Fair Work Ombudsman. <a href="https://www.fairwork.gov.au/about-us/workplace-laws/award-changes/changes-to-entry-level-classifications-in-awards">Changes to entry-level classifications Nov 2024</a>

Amendments to 37 modern awards in Australia

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<h3 class="Paragraph SCXW184433569 BCX0">7 Pillars of the Child and Family Social Work Statutory Guidance 2024&nbsp;</h3>
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The Child and Family Social Work Statutory Guidance announced in 2024 is a comprehensive framework within UK social work reforms established to enhance the standards and practices in child and family social work procurement. &nbsp;
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Introduced in October 2024, this statutory guidance aims to ensure that every child, regardless of their background or circumstances, receives the care and protection they deserve.&nbsp;
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It is designed to provide clear directives and best practices for local authorities, focusing on improving consistency in social care procurement. Local authorities need to prepare to implement changes to ensure they meet legislation and follow all statutory guidance as soon as possible.&nbsp;&nbsp;
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Comensura have laid out a guide with seven key pillars covering data collection, price caps, structured project teams, notice periods for workers, experience requirements, references, and cooling-off periods&nbsp;
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This guide helps local authority leaders understand the detailed provisions and expectations set out in the guidance.&nbsp;
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<h4 class="Paragraph SCXW184433569 BCX0"><a title="https://cdn.sourceflow.co.uk/nxhl3d4dmbqbjdanxx2qs11js1g9" href="https://cdn.sourceflow.co.uk/nxhl3d4dmbqbjdanxx2qs11js1g9">Download the guide today</a></h4>
</div>

New Child and Family Social Work Guidance announced – get the full guide 

<h3>An overview of the upcoming changes and implications for UK businesses&nbsp;</h3>
As the UK continues its first year with a new Labour government, significant changes have both been announced and are anticipated in employment law. It is essential for organisations to stay informed and act now, ahead of regulatory changes to avoid ramifications.&nbsp;
This guide delves into the potential impacts of these changes, drawing from insights shared in a recent webinar with industry experts from DWF Jon Keeble, Employment Law Partner and Nigel Crebbin, Employment Law Director at DWF.&nbsp;
Upcoming changes covered include:&nbsp;
<ul>
<li>Unfair dismissal and new &lsquo;day one&rsquo; rights&nbsp;</li>
<li>The &lsquo;ban&rsquo; on zero-hour contract &nbsp;</li>
<li>New restrictions on fire and rehire practices &nbsp;</li>
<li>Increased level of Collective Redundancy consultation &nbsp;</li>
<li>Statutory Sick Pay (SSP) &nbsp;</li>
<li>Trade Union communications and access, and outsourcing regulations&nbsp;</li>
<li>The new Fair Work Agency &nbsp;</li>
<li>New &lsquo;family-based&rsquo; protections and types of leave &nbsp;</li>
<li>Gender Pay gap actions&nbsp;</li>
<li>New &lsquo;significant&rsquo; approach to Flexible Working &nbsp;</li>
<li>New Worker Protection measures &nbsp;</li>
</ul>
Find out how you need to act now to get ahead of the curve and ensure your future compliance.&nbsp;
&nbsp;
<h3>Download the report by completing the guide opposite&nbsp;</h3>

What does a new Labour government mean for employment law?

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A recent research report: <a class="Hyperlink SCXW117121106 BCX0" href="https://www.comensura.com/insights/transforming-talent-in-local-government" target="_blank" rel="noreferrer noopener">Inside HR: Transforming Talent in Local Government</a>. has revealed the significant impact of talent shortages on the ability of local authorities to deliver essential services to their constituents.&nbsp;
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The research surveyed 60+ senior decision-makers from local authorities across the UK found that 83% of respondents stated that talent shortages are having a mid (52%) or high-level impact (31%) on their local authority's performance.&nbsp;&nbsp;
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Additionally, 100% of all respondents stated their local authority was experiencing some form of talent shortage, demonstrating just how significant the public sector skills crises has become.&nbsp;
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Several key areas where local authorities are struggling to attract and retain talent were identified, as health and social care, planning, finance, legal, digital, and cyber security. In many of these areas, local authorities are coming up against the private sector for workers, who can often offer higher salaries and be more flexible in working arrangements.&nbsp;
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The report highlighted new approaches local authority talent leaders would recommend local authorities focus on in order to maintain a top quality and motivated workforce.&nbsp;
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Hoa Ngo, Managing Director at Comensura stated "Local authorities are made up of workforces clearly dedicated to providing public service, but this report gives a worrying picture of the current state of talent shortages in local authorities and the implications for the public sector as a whole.&nbsp;&nbsp;
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In putting together this report we were looking to not only highlight concerns, but also seek out practical and actionable recommendations for how local authorities can overcome the skills gap and ensure they have the talent they need to deliver services to their constituents. There is so much potential for improvement in the future.&rdquo;&nbsp;
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<a class="Hyperlink SCXW117121106 BCX0" href="https://www.comensura.com/insights/transforming-talent-in-local-government" target="_blank" rel="noreferrer noopener">The research report is available to download free here</a>&nbsp;
</div>

The severe impact of talent shortages on local authorities made clear in research report 

For the third consecutive year, Comensura has been shortlisted as a finalist in the <a href="https://aus.tiara.talint.co.uk/finalists-2024/" target="_blank" rel="noopener">TIARA Recruitment Awards ANZ</a> RPO/MSP/Talent Solutions Company of the Year category, including our win in 2022.
 This award celebrates organisations that exemplify best practices and excellence in delivering talent acquisition services and workforce management solutions across Australia and New Zealand.
 &ldquo;I'm very proud of our team's unwavering commitment and effort to providing strategic managed service programs to support our customers in planning, building and managing their workforces. The dedication and expertise of our team are the reasons we are shortlisted again this year.&rdquo; &ndash; Michael Rogers, Managing Director, Comensura Australia.
 Congratulations to all the finalists, and we look forward to celebrating together at the Gala Dinner on 21st November in Sydney.

Comensura named TIARA Recruitment Awards ANZ RPO/MSP/Talent Solutions Company of the Year finalist

Comensura successfully addresses critical compliance and procurement challenges faced by a UK local authority through technology and process transformation.&nbsp;

Technology and process transformation in local authority procurement  

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Comensura&rsquo;s Local Authority collaboration enhances the efficiency and accountability of planning consultation processes amidst a period of significant regrowth and regeneration where planning proposals hit a forecasted value of more than &pound;5m.&nbsp;
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Streamlining approval and accountability processes for planning consulting spend 

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How Comensura&rsquo;s Statement of Work (SoW) solution effectively addressed a backlog of 200 cases and managed fixed costs in social care provision for a UK Local Authority.&nbsp;
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Comensura’s SoW solution reduces backlog and costs in social care provision 

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In recent years, there has been a growing awareness of the importance of social mobility in creating a more equitable and inclusive society.&nbsp;<span class="EOP SCXW264194665 BCX8" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:160,&quot;335559740&quot;:257}">&nbsp;
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Comensura are proud to have submitted an application to join The Social Mobility Employer Index for the first time. The Social Mobility Employer Index is a benchmark created to evaluate and promote social mobility within the workplace and in our first entry we are pleased to share that we&rsquo;ve ranked 115th on the list.<span class="EOP SCXW264194665 BCX8" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:160,&quot;335559740&quot;:257}">&nbsp;
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&ldquo;We are hugely passionate about the power of social mobility, but this was a big step for us,&rdquo; states Hoa Ngo, MD of Comensura. &ldquo;The application process alone gave us a real insight into how much motivation there is within the team, and some new ideas on initiatives we might take in the future.<span class="EOP SCXW264194665 BCX8" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:160,&quot;335559740&quot;:257}">&nbsp;
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With the quality of feedback and level of inspiration we have received in the response from <a class="Hyperlink SCXW264194665 BCX8" href="https://www.socialmobility.org.uk/" target="_blank" rel="noreferrer noopener">The Social Mobility Foundation</a> &ndash; who head up this index &ndash; we are extremely excited about the year ahead. We&rsquo;re confident this is the first stage of a long-term journey to making a real impact on social mobility both for ourselves at Comensura, but also our clients.&rdquo;<span class="EOP SCXW264194665 BCX8" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:160,&quot;335559740&quot;:257}">&nbsp;
<span class="EOP SCXW264194665 BCX8" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:160,&quot;335559740&quot;:257}">Here are the results of our key measures of social mobility:
<ul>
<li class="Paragraph SCXW264194665 BCX8"><span class="EOP SCXW264194665 BCX8" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:160,&quot;335559740&quot;:257}">Percentage of employees from a working class background is 42% at Comensura, compared with the national average of 39%.</li>
<li class="Paragraph SCXW264194665 BCX8"><span class="EOP SCXW264194665 BCX8" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:160,&quot;335559740&quot;:257}">Percentage of employees eligible for a free dinner when they were at school was 45%, compared with the national average of 15%.</li>
<li class="Paragraph SCXW264194665 BCX8"><span class="EOP SCXW264194665 BCX8" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:160,&quot;335559740&quot;:257}">Percentage of employees from an independant or fee paying school was 11%, compared with the national average of 7.5%.&nbsp;</li>
</ul>
</div>
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<h3 class="Paragraph SCXW264194665 BCX8">Why is social mobility important for employers?<span class="EOP SCXW264194665 BCX8" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:160,&quot;335559740&quot;:257}">&nbsp;</h3>
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Social mobility is crucial for employers looking to create a diverse and dynamic workforce. By opening doors to individuals from a wider variety of backgrounds, organisations can tap into a broader range of talents and perspectives, driving creativity and boosting problem-solving.&nbsp;<span class="EOP SCXW264194665 BCX8" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:160,&quot;335559740&quot;:257}">&nbsp;
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Prioritising social mobility also helps to cultivate an inclusive culture with higher levels of employee retention and establish a reputation as a socially responsible organisation committed to equity and fairness.<span class="EOP SCXW264194665 BCX8" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:160,&quot;335559740&quot;:257}">&nbsp;
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<h3 class="Paragraph SCXW264194665 BCX8">What is the Social Mobility Employer Index?<span class="EOP SCXW264194665 BCX8" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:160,&quot;335559740&quot;:257}">&nbsp;</h3>
</div>
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The Social Mobility Employer Index is an initiative designed to assess and improve the efforts of employers in promoting social mobility. Developed by the Social Mobility Foundation, the index benchmarks employers based on their policies and practices that enable individuals from disadvantaged backgrounds to succeed in the workplace.&nbsp;<span class="EOP SCXW264194665 BCX8" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:160,&quot;335559740&quot;:257}">&nbsp;
</div>
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It evaluates companies across various sectors, providing a comprehensive overview of how they are addressing social mobility issues. Key metrics include leadership, commitment, recruitment and progression, data collection, and advocacy.<span class="EOP SCXW264194665 BCX8" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:160,&quot;335559740&quot;:257}">&nbsp;
</div>
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<h3 class="Paragraph SCXW264194665 BCX8">Find out more&nbsp;</h3>
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If you&rsquo;re looking for a workforce management solution with inclusivity and equitability at its core, <a class="Hyperlink SCXW264194665 BCX8" href="https://www.comensura.com/contact" target="_blank" rel="noreferrer noopener">get in touch</a> for more information about how we promote diverse and dynamic workforces for our clients.&nbsp;
</div>

Comensura take the next step in social mobility with the Social Mobility Employer Index 2024 

We are thrilled to announce that Comensura has been awarded the prestigious MSP of the Year at the APSCo Australia Awards for Excellence. This accolade is a testament to the dedication, hard work, and customer-centric approach that our team embodies every day. Thank you to all our customers for your continued support in partnering with us, enabling this recognition from our peers and the industry as MSP of the Year.&nbsp;
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Comensura's journey to this achievement has been marked by our unwavering commitment to simplifying workforce acquisition and management. Our innovative, market-leading vendor neutral model and proprietary VMS technology, c.net, combined with our experienced team have revolutionised the way organisations plan, build, and manage their workforce. Our commitment to equitable recruitment processes and our partnerships with nearly 200 active suppliers in Australia, including SMEs, Indigenous-owned, and disability confident recruiters, have set us apart in the industry. From <a class="Hyperlink SCXW251023649 BCX0" href="https://www.comensura.com/solutions/vendor-neutral-managed-services" target="_blank" rel="noreferrer noopener">Vendor Neutral Managed Services</a> to <a class="Hyperlink SCXW251023649 BCX0" href="https://www.comensura.com/solutions/statement-of-work-management" target="_blank" rel="noreferrer noopener">Statement of Work Management</a> and Contractor Management and <a class="Hyperlink SCXW251023649 BCX0" href="https://www.comensura.com/solutions/payroll" target="_blank" rel="noreferrer noopener">Payroll</a> solutions, we consistently provide our customers with adaptive solutions to access to a vast pool of top-quality candidates.&nbsp;
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Our success is driven by the hands-on expertise of our team, who work tirelessly to ensure full compliance, cost savings, and better access to quality talent for our clients. The recognition from APSCo highlights our ability to deliver exceptional value through industry leading data-driven insights and a focus on providing top-tier customer service.&nbsp;
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This award is a reflection of the collaborative efforts and the outstanding contributions from every member of the Comensura team and our valued relationships with recruitment suppliers. The team&rsquo;s passion, perseverance and dedication have made this possible. We are proud of what we have achieved together and look forward to continuing to set new benchmarks in the MSP sector.&nbsp;
</div>
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Congratulations to everyone at Comensura for this well-deserved recognition. Let's continue to strive for excellence and make a positive impact in our industry.&nbsp;
&nbsp;
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If you or a colleague would like to chat about ideas for optimising your workforce management, please <a title="Contact us" href="https://www.comensura.com/contact">get in touch with our team</a>.
</div>
</div>

Comensura Wins MSP of the Year at APSCo Australia Awards for Excellence 

Why reducing reoffending through meaningful employment is more sustainable than building more prisons 

Under a proposed overhaul of workers' rights, millions will be eligible for more rights in statutory sick pay, parental and bereavement leave, and greater protection in unfair dismissal.&nbsp;
Most of the proposed changes are set to come into effect two years after a consultation period.&nbsp;
<a href="https://www.gov.uk/government/news/government-unveils-most-significant-reforms-to-employment-rights">The government described the bill as the "biggest upgrade to rights at work for a generation,"</a> which aims to balance pro-worker and pro-business interests, with many details still under deliberation.&nbsp;
Ministers have indicated that this change would benefit approximately nine million workers who have been employed by their current employer for less than two years.&nbsp;
<h4>What will change?&nbsp;</h4>
<ul>
<li>Flexible working: Employers must consider all flexible working requests from the first day and grant them unless they can prove it's unreasonable.</li>
<li>Zero contract hour regulations: Employers must provide workers with a guaranteed-hours contract reflecting hours worked over a 12-week span. Zero-hours contract workers will also receive "reasonable" notice for shift changes and compensation for cancelled or shortened shifts.</li>
<li>Statutory sick pay (SSP) with lower earning threshold: Employees will be eligible for SSP starting from the first day of illness, instead of from the fourth day. In addition, where at present, workers earning under &pound;123 weekly are ineligible for SSP, this restriction will be lifted, with the bill introducing a reduced sick pay rate for lower earners.</li>
<li>Paternity leave and unpaid parental leave: Fathers are to be eligible for paternity leave from day one of employment, instead of at 26 weeks. Parents are to be eligible from day one of employment, instead of after a year</li>
<li>Unpaid bereavement leave: This is also to become right for workers from day one.</li>
<li>Unfair dismissal protections: The removal of the current two-year qualifying period for unfair dismissal protections. However, there will be a proposed nine-month probation period during which workers could be dismissed without a full process.&nbsp;</li>
</ul>
Approximately 30,000 fathers or partners will qualify for paternity leave due to this change, and 1.5 million parents will gain the right to unpaid leave from the first day.&nbsp;
"Too many people are drawn into a race to the bottom, denied the security they need to raise a family while businesses are unable to retain the workers they need to grow," said Deputy Prime Minister Angela Rayner.&nbsp;
"We&rsquo;re raising the floor on rights at work to deliver a stronger, fairer and brighter future of work for Britain."&nbsp;
<h4>Find out more in upcoming webinar&nbsp;</h4>
Join upcoming joint webinar with Impellam UK and DWF (UK and Ireland) on the changes to employment law under the new Labour government. This session we will discuss upcoming changes on the horizon and what employers can do now to prepare. &nbsp;
<a href="https://dwfgroup.com/en/news-and-insights/events/what-does-a-new-labour-government-mean-for-employment-law">Sign up to attend&nbsp;</a>
For details on improving efficiency and adhering to worker rights legislation for your contingent workforce, <a href="https://www.comensura.com/contact">contact us.</a>&nbsp;
&nbsp;

Government announces new workers’ rights bill ‘upgrade’ 

Should we be exposing the next generation to a wider view of the world of work? 

Impellam Group, powered by Guidant Global, Lorien and Comensura, today announced Leader status in two key Everest Group PEAK Matrix&reg; categories:
<ul>
<li>Contingent Workforce Management (CWM)/Managed Service Providers (MSP)</li>
<li>Services Procurement/Statement of Work (SOW)</li>
</ul>
<a href="https://www.impellam.com/">Impellam Group</a> is one of only five companies globally to have been named a Leader in both categories.
<h4>Contingent Workforce Management/Managed Service Providers</h4>
&ldquo;In a highly competitive MSP market, we are proud that Impellam has maintained Leader status for a third consecutive year,&rdquo; commented Simon Blockley, CEO Impellam UK &amp; Europe. &ldquo;Our rich experience, customer-centric approach and diversified portfolio, combined with extensive investments in our people and technology, enable us to consistently meet and exceed the demands of our customers in an ever-changing world &ndash; futureproofing their businesses with the mission critical talent of tomorrow.&rdquo;
"Impellam Group continues to enhance its global talent solutions, which will be further bolstered following its recent collaboration with HeadFirst Group," says Krishna Charan, Vice President at <a href="https://www.everestgrp.com/">Everest Group</a>. "Its strategic investments in technology, direct sourcing, and automation, supplemented by its ongoing proprietary VMS and analytics enhancements, helped Impellam Group cement its position as a Leader in Everest Group&rsquo;s 2024 Contingent Workforce Management (CWM) / Managed Service Provider (MSP) PEAK Matrix&reg; Assessments."
<h4>Services Procurement/Statement of Work (SOW)</h4>
&ldquo;At Impellam we function as an extension of our customers&rsquo; Procurement teams, providing operational best practice guidance and real-time data-led insights, giving access to the expertise needed to deliver transformational value through our services procurement solutions.&rdquo; ​commented Claire Marsh, CEO Impellam North America. &ldquo;We are thrilled to have been recognised as Leaders in services procurement and continue to develop our service offering to ensure we are always helping our customers build better businesses.&rdquo;
&ldquo;Impellam Group&rsquo;s experience in managing both procure-to-pay and strategic source-to-contract processes of services procurement has solidified its position as a Leader in Everest Group&rsquo;s Services Procurement / SOW PEAK Matrix&reg; 2024," says Krishna Charan, Vice President at Everest Group. "Through dedicated investments in SOW analytics, proprietary VMS capabilities, and establishing a Centre of Excellence for SOW management, Impellam Group continues to cater to varied client needs.&rdquo;
<h4>About the Everest Peak Matrix&reg; 2024</h4>
The Everest Group PEAK Matrix&reg; is a highly respected global benchmarking framework that provides the analysis and insights customers need to make critical selection decisions about global services providers, locations, and products &amp; solutions. It is widely trusted to assess market success and delivery capabilities, providing valuable insights for making informed decisions. The framework categorises companies into Leaders, Major Contenders, and Aspirants, based on two primary dimensions: market success (which includes client wins and revenue growth) and delivery capability (which encompasses scale, innovation, and customer satisfaction).

Impellam Group named industry leader in Everest Group Peak Matrix® 2024 for contingent workforce management and services procurement

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Following the 2024 general election results and the king's speech that followed on 22nd July, the UK have heard the <a style="color: #4a0d86;" href="https://www.bbc.co.uk/news/articles/c6p2gj55vgxo">government&rsquo;s ambitious plans</a><a style="color: #4a0d86;" href="https://www.bbc.co.uk/news/articles/c6p2gj55vgxo"> </a>to build hundreds of thousands of new homes, with many designated affordable or social housing.&nbsp;
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This plan of growth poses challenges and opportunities for both the construction sector and the local authorities that are going to need to source a larger workforce in professions such as planners, health and safety, facilities management, and logistics.&nbsp;
</div>
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Using EVP to meet increased demand for skilled labour&nbsp;
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The construction sector already faces a skills shortage, with an ageing workforce and a lack of new entrants.&nbsp;&nbsp;
</div>
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<a style="color: #4a0d86;" href="https://www.rtpi.org.uk/news/2023/may/local-authorities-struggle-as-over-a-quarter-of-planners-depart/" target="_blank" rel="noopener">A survey by the RTPI showed that 82% of local authority planners said their employer had difficulties hiring planners in the last 12 months</a>. 68% see competitive salaries as a key difficulty for local authorities.&nbsp;&nbsp;
</div>
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Utilising EVP is one way to show the value in being a part of this new wave of building affordable housing for those caught up in a housing crisis, as well as work-life balance, recognition, culture, and social impact.&nbsp;&nbsp;
</div>
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Local authorities can appeal to the motivations and preferences of different segments of the workforce, such as those new to the sector with transferable, women, candidates with disabilities and ethnic minorities, who may be underrepresented or overlooked in the industry.&nbsp;&nbsp;
</div>
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&nbsp;
</div>
<div class="OutlineElement Ltr SCXW134654955 BCX0">
Creating talent communities to meet repeatable but varying talent needs&nbsp;
</div>
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A surge in housebuilding will drive demand for workers in waves, for example facilities management workers in areas of construction for the period of the project.&nbsp;
</div>
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One way that local authorities can cope with the varying talent needs in sectors such a facilities management is to <a class="Hyperlink SCXW134654955 BCX0" style="color: #4a0d86;" href="https://vimeo.com/922521660" target="_blank" rel="noreferrer noopener">create talent communities</a> through <a style="color: #4a0d86;" href="https://www.guidantglobal.com/solutions/advanced-direct-sourcing">advanced direct sourcing</a><a href="https://www.guidantglobal.com/solutions/advanced-direct-sourcing">,</a> which are networks of potential candidates who share a common interest or skillset and who can be engaged and nurtured for future opportunities.&nbsp;
</div>
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Talent communities can provide local authorities with qualified and motivated workers faster and more cost-effectively by maintain regular communications with this community, keeping them &lsquo;warm&rsquo; to the idea of working for their organisation.&nbsp;&nbsp;
</div>
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Talent communities can also foster a sense of belonging and loyalty among the candidates and increase their retention and satisfaction once they are hired. By creating talent communities, local authorities can have a pool of ready and willing talent to meet the fluctuating demand for different roles and projects in the housebuilding sector.&nbsp;
</div>
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Ambitious housebuilding targets are an initiative to tackle the housing crisis and stimulate the economy, but they also pose significant challenges and opportunities.&nbsp;&nbsp;
</div>
<div class="OutlineElement Ltr SCXW134654955 BCX0">
The sector will need to adopt a proactive and collaborative approach to address the skills shortage, to invest in training and development, and to improve the productivity and retention of the workforce, in order to meet the quality and efficiency standards and to deliver the desired outcomes.&nbsp;
</div>
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Transforming talent in Local Government<span class="EOP SCXW134654955 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335551550&quot;:1,&quot;335551620&quot;:1,&quot;335559685&quot;:0,&quot;335559737&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:160,&quot;335559740&quot;:259}">&nbsp;
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Get the very latest local authority talent insights in our brand-new research report. Conducted in partnership with Inside HR: Transforming Talent in Local Government is based on survey responses from 60+ local government execs, procurement and HR leaders.&nbsp;
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<a style="color: #4a0d86;" href="https://www.comensura.com/insights/transforming-talent-in-local-government" target="_blank" rel="noopener">Download the report</a>&nbsp;
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What the new housebuilding targets mean for local authority workforce management 

In recent months, local authorities have faced many challenges that have significantly impacted operations and service delivery. From severe staffing shortages to impending legislative changes to a new government, the public sector is navigating a complex landscape that demands strategic foresight and agility. &nbsp;
The Local Authority Foresight Summit 2024 in Manchester invited local authority procurement and HR leaders to delve into the latest insight and updates affecting local government entities, from experts across the talent, workforce and procurement landscapes. &nbsp;
The event was a big success with passionate panels, plenty of questions and conversation filled roundtables. Here are some of the key takeaways:&nbsp;
<h4>New research reveals scale of local authority staffing crisis&nbsp;</h4>
Hoa Ngo, Managing Director at Comensura shared key findings from the latest local authority talent insight research report, based on survey responses from 60+ local government execs, procurement and HR leaders. Some of the most pressing statistics quoted were:
<ul>
<li>The research reveals local authorities are struggling in the face of staffing crises</li>
<li>83% of local authorities stated that talent shortages are having a mid or high-level impact on their authority's performance</li>
<li>Surprisingly finance and legal skills are the joint leading skills shortage for local authorities, in addition to health and social care</li>
<li>Only 9% of respondents felt the government was supportive of skills development in social care, with 53% describing social care provision as &lsquo;pressurised&rsquo; or &lsquo;under extreme pressure&rsquo;&nbsp;</li>
</ul>
With existing skills shortages in a wide range of areas relevant to local authorities, public sector leaders must strategise on how to attract new talent to the public sector and keep the talent they currently risk losing. <a href="https://www.comensura.com/insights/transforming-talent-in-local-government">You can download a copy of the paper to find out more.</a> &nbsp;&nbsp;
<h4><img src="https://cdn.sourceflow.co.uk/skkpkopkrh57jypwe4uzsjsdcufh" alt="Hoa Ngo at Local Authority Foresight Summit " width="800" height="600"></h4>
<h4>Procurement Act &ndash; last minute delay causes uncertainty but opportunity&nbsp;</h4>
Michelle Walker, Head of Procurement Services at YPO lead discussions on what this means both in the long and short term. For now, the <a href="https://www.comensura.com/insights/delay-of-procurement-act-new-launch-date-announced">delay to the Procurement Act 2024 </a>from October 2024 to February 2025 means that local authorities and other public sector bodies will need to continue operating under the existing procurement regulations for a longer period. &nbsp;
Gillian Askew, Director at <a href="https://go4growth.co.uk/">Go4Growth </a>shared that this postponement is expected to give organisations more time to prepare for the new requirements and ensure that they are not rushed into compliance. It also allows time for the new government to carry out additional consultation and refinement of the guidelines to fit in with their strategic &lsquo;mission led&rsquo; goals and promise of more support for small to medium sized businesses. &nbsp;
Nichola Cooke, Assistant Director at <a href="https://www.star-procurement.gov.uk/star-procurement.aspx">STAR Procurement </a>verbalised what many where no doubt thinking: This digital platform will only make a positive difference if it is both fit for purpose and user friendly. It was widely agreed that the delay might give the opportunity for those making the changes to ensure that is the case, but still apprehension that there might still be teething problems. &nbsp;&nbsp;
Simon Bullimore, Group Head of Procurement at <a href="https://norsegroup.co.uk/">Norse Group </a>maintained upbeat, stating the key is going to be not letting this delay cause a loss of momentum. The new Procurement Act offers opportunities for innovation, greater use of SME suppliers and those organisations that are open to these changes should maintain enthusiasm and communication as changes unfold over the coming months.&nbsp;
<img src="https://cdn.sourceflow.co.uk/fe4w5cp7d6aq8mjoyrc4whvu6lnk" alt="Local Authority Foresight Summit Panel Discussion on Procurement Act" width="800" height="430">
<h4>New statutory guidance on use of agency child and family social workers rolled out October 2024&nbsp;</h4>
The transition year for the new statutory guidance for local authorities on the use of agency child and family social workers begins 31st October 2024.&nbsp;
The revised agency regulations will offer local authorities precise statutory guidance regarding the employment of agency child and family social workers. This updated framework aims to streamline procedures, ensuring that agency personnel are effectively incorporated into the current workforce, improving service delivery and creating increased stability.&nbsp;
A key aspect of this is to enable local authorities to standardise pay rates across authorities, sharing data to agree on regional pay caps on rates. &nbsp; &nbsp; Additionally, a commitment to refrain from hiring early career practitioners, or staff who have recently left permanent roles in the same region, as agency workers and ensure they directly manage all staff hired through so-called project teams.&nbsp;
Richard Hayward, Head of Social Worker Strategy, Retention and Agency, explained the rationale behind the move: Social Workers switching to agency work or moving between local authorities for financial reasons are negatively impacting social work provision both in terms of finances, but also in terms of continuity of care. &nbsp;
These steps will prevent authorities from competing with each other for workers with wages as a &lsquo;weapon&rsquo; and avoid levels of social workers from moving to agency work for immediate pay increases.&nbsp;
In addition, the growing importance of social value considerations, such as social mobility, diversity, and environmental impact, will be emphasised. This shift not only aligns with ethical practices but also broadens the talent pool, fostering a more inclusive and sustainable recruitment process.&nbsp;
In six months' time, those involved in the creation of this new guidance are set to take stock of how the roll out has gone, and what changes need to be made, if any.&nbsp;
<h4>&nbsp;</h4>
<h4>The countdown begins for the new Employment Rights Bill &nbsp;</h4>
The new Employment Rights Biil &ndash; announced in the King&rsquo;s speech following the election of the new government - is set to be the primary legislation in Labour&rsquo;s &lsquo;Make Work Pay&rsquo; initiative. &nbsp;
The full details are set to be announced mid-October. These reforms will influence various facets of employment within the public sector with key areas including zero-hour contracts, worker classification, union rights, and day one rights. Health and social care is a key area that will be significantly impacted.&nbsp;
Tania Bowers, Global Policy Director at <a href="https://www.apscouk.org/">APSCo </a>was driven in her message that public sector organisations must proactively prepare for these changes. Embracing the principles of social value will further strengthen the public sector's commitment to ethical employment practices, ultimately benefiting both workers and the wider community that they serve.&nbsp;
<img src="https://cdn.sourceflow.co.uk/4vki6mlhq6s2ibysalvllnseq31e" alt="Local Authority Foresight Summit Roundtable Discussion" width="800" height="600">
<h4>Career paths to the public sector diversify as candidate priorities change &nbsp;</h4>
Local authorities should embrace alternative career approaches such as apprenticeships and the recruit, train, deploy model. Apprenticeships provide a structured pathway for individuals to gain practical experience and qualifications, while the recruit, train, deploy model ensures that employees are continually developing their skills in alignment with the evolving demands of public service. &nbsp;
Chris Blackburn, Head of CSR at <a href="https://www.impellam.com/">Impellam Group </a>explained how this is a win-win situation for everyone involved. In both instances not only do you get workers in situ in a shorter timeframe, but you attract a wider range of candidates, promoting diversity and social mobility. He had many real-world examples to share of people from disadvantaged backgrounds finding rewarding careers they hadn&rsquo;t thought they could, through these alternative routes.&nbsp;
Additionally, by investing in these approaches, local authorities not only enhance the quality of public services but this commitment to workforce development is crucial in adapting to future challenges and opportunities, ensuring that they can deliver exceptional service to their constituents.&nbsp;
<img src="https://cdn.sourceflow.co.uk/10irp5auwrw7og3tvxzqaaywyy23" alt="Local Authority Foresight Summit Panel Discussion" width="800" height="436">
<h4>Social value becomes a &lsquo;must have&rsquo; not &lsquo;nice to have&rsquo;&nbsp;</h4>
Social value has become essential within the public sector due to a combination of evolving societal expectations, legislative changes, and government strategy. &nbsp;
As public awareness and concern rises in social issues such as inequality, sustainability, and community well-being, public sector organisations need to demonstrate their commitment to ethical and responsible practices. &nbsp;
In talent procurement, key aspects of this are increasing diversity and social mobility. At our event we look at a multitude of ways that this can be done, including:
<ul>
<li>Thinking outside the box to find underrepresented groups that would value an opportunity in the public sector and using new sources of talent, such as former prisoners, refugees, and care leavers. &nbsp;</li>
<li>Getting involved in the education system in deprived areas, motivating young people to look beyond what they see in their immediate circumstances and what careers they might want to explore with the right access to experience.</li>
<li>Giving those considering working in or looking to develop in the public sector role models they can relate to and approach.</li>
<li>Establishing local authorities as employers of choice for people that want to make a difference and positively contribute to the world they live in.&nbsp;</li>
</ul>
Duncan O'Leary, CEO @ <a href="https://newfuturesnetwork.gov.uk/">New Futures Network </a>works with prisons to create the infrastructure that will enable more prison leavers to secure employment, and described how much of a difference this can make for both prison leavers and their employers.&nbsp;
Employers have found incredibly loyal team members who have stayed on to develop and grow within the company, whilst prison leavers have been able to forge a life beyond their time in prison. This has also enabled them to be reunited with family, and in some instances become a positive role model for their children.&nbsp;
<img src="https://cdn.sourceflow.co.uk/o56uwlp340elf49pg4vs6wztbs6p" alt="Aaron Wawman, Comensura" width="800" height="419">
<a href="https://www.linkedin.com/in/aaron-wawman-workforce-solutions/">Aaron Wawman</a>, Sales Director at Comensura stated that hiring pain points remain similar to previous years and will remain the same for the foreseeable future. &nbsp;
Challenges include sourcing and attracting diverse talent, strategic workforce planning, and reducing the cost of hiring. Buyers also require support in optimising hiring processes with automation and help with navigating regulatory issues and compliance.&nbsp;
There are some key strategies to overcome these challenges, and he gave a four-step plan he&rsquo;d suggest:&nbsp;
<ul>
<li>Strategic Workforce Planning: Data-driven strategic workforce planning allows you to forecast talent needs more accurately and address skills gaps proactively.</li>
<li>Embrace Multi-Channel Talent Sourcing: Local authorities need to take a holistic approach to sourcing talent by tapping into multiple channels</li>
<li>Leverage Technology and Automation: By adopting AI-powered tools, local authorities can streamline processes and reduce administrative burdens.</li>
<li>Adopt Flexible Pricing and SOW Models: A key trend is the increased reliance on Statement of Work (SOW) services, which now account for 37% of total MSP spend&nbsp;</li>
</ul>
Direct Sourcing was a solution mentioned that combined many of these strategies, with research also showing that greater cost savings and better candidate quality were leading advantages of this as an approach.&nbsp;
<h4>&nbsp;</h4>
<h4>Find out more&nbsp;</h4>
For more information on events and resources for procurement and HR leaders in local authorities, <a href="https://www.linkedin.com/in/aaron-wawman-workforce-solutions/">follow us on LinkedIn </a>or <a href="https://www.comensura.com/contact">contact us.</a> &nbsp;

Navigating the challenges and opportunities in local authorities: Insights from the 2024 Local Authority Foresight Summit 

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<h4 class="Paragraph SCXW257999973 BCX0">For the third year in a row Comensura has been recognised as a finalist in the MSP of the Year category in the 2024 APSCo Australia Awards for Excellence! &nbsp;</h4>
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The Managed Service Provider (MSP) of the Year Award recognises companies that promote and demonstrate a commitment to best practice in the Australian MSP sector.&nbsp;
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Comensura simplifies workforce acquisition and management with our <a href="https://www.comensura.com/technology">proprietary VMS technology</a>, enabled by our experienced team. Our flexible, adaptive solutions include leading <a href="https://www.comensura.com/solutions/vendor-neutral-managed-services">Vendor Neutral Managed Services</a>, <a href="https://www.comensura.com/solutions/statement-of-work-management">Statement of Work Management</a> and Contractor Management solutions.
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Managing Director, Australia, Michael Rogers shared how proud he is of the team and their efforts in being shortlisted for this award, &ldquo;We&rsquo;re grateful for this recognition from APSCo Australia as it provides an opportunity for us to shine a light on the efforts of our experienced team. They are the driving force of our business and through our proprietary VMS technology, enable inclusive recruitment practices which bring a vast pool of contingent workers, candidates, and service providers straight to our customers&rsquo; fingertips.&rdquo;&nbsp;
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The Comensura Australia team send our Congratulations to the other shortlisted entrants, and we look forward to joining our peers and friends at the awards ceremony on 17th October. Best of luck to everyone and watch for winners to be announced on the <a href="https://www.apscoau.org/our-2024-awards">APSCo website</a>.
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Comensura named finalist in 2024 APSCo Australia Awards MSP of the Year category

Public transport is one of the most effective ways to reduce greenhouse gas emissions and combat climate change. According to the International Association of Public Transport (UITP), <a href="https://cms.uitp.org/wp/wp-content/uploads/2020/10/Climate-action-and-PT.pdf">public transport can save up to 550 million tonnes of CO2 emissions per year globally</a>, compared to private car use. Public transport also offers other benefits, such as reducing congestion, improving air quality, enhancing social inclusion, and boosting economic development.&nbsp;
However, many people still prefer to drive to work, either because of convenience, comfort, cost, or habit. <a href="https://www.gov.uk/government/statistics/transport-statistics-great-britain-2022/transport-statistics-great-britain-2022-domestic-travel">Currently 68% of people in the UK drive to work.</a>&nbsp;
Even in city centres where public transport should be easier and quicker than facing congestion, with hours wasted on the ride to and from work, people seem to opt for driving over train, bus or bicycle travel options. <a href="https://www.independent.co.uk/news/uk/home-news/cities-public-transport-commuting-study-b2455203.html">A 2023 analysis showed that residents of Manchester and Birmingham who commuted by public transport is only 16% and 18% respectively.</a> In London, where parking is limited and fees make driving an expensive option, <a href="https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/employmentandemployeetypes/bulletins/traveltoworkenglandandwales/census2021#:~:text=Across%20English%20regions%2C%20the%20percentage,and%20South%20Holland%20(63.9%25).">one in five still drive to work</a>.&nbsp;
As an employer, you can play a key role in encouraging your staff to use public transport more often, or even switch to it entirely. Not only will this help the environment, but it will also benefit your business in terms of employee health, productivity, retention, and reputation.&nbsp;
In this blog, we share some tips and best practices on how you can promote public transport use among your employees and reduce your carbon footprint as a business.&nbsp;
Offer public transport incentives or subsidies&nbsp;
One of the most effective ways to encourage public transport use is to offer financial support or incentives to your employees who choose to commute by bus, train, tram, or metro. This can take various forms, such as:&nbsp;
Providing monthly or annual passes for public transport at a discounted rate or for free. There are initiatives run through governments to encourage this or there is salary sacrifice options as well&nbsp;
Creating a reward program that gives your employees points, vouchers, or prizes for using public transport regularly&nbsp;
By offering public transport subsidies or incentives, you can reduce the financial barrier that prevents many people from using public transport and make it more attractive and affordable for your employees. You can also save money on parking fees, fuel costs, and vehicle maintenance, as well as reduce your tax liability.&nbsp;
Provide flexible working hours to fit around train, bus, tram, underground train, or even ferry times.&nbsp;
Another way to encourage public transport use is to provide flexible working arrangements that allows your employees to adjust their working hours, location, or schedule to suit their commuting preferences. This can include:&nbsp;
<ul>
<li>If public transport is less frequent, research the times of arrivals and departures and allow employees to start and finish to coincide with these timings</li>
<li>Allow your employees to work flexible hours, such as starting and finishing earlier or later, or compressing their workweek into fewer days to minimise journeys</li>
<li>Allow your employees to work staggered hours, such as shifting their peak travel times to avoid rush hour crowds&nbsp;</li>
</ul>
By providing flexible working arrangements, you can reduce the stress and inconvenience that many people associate with public transport, such as overcrowding, delays, or lack of comfort. You can also improve your employees' work-life balance, well-being and satisfaction, as well as increase their productivity, creativity and collaboration.&nbsp;
Implement a travel plan&nbsp;
A travel plan is a document that outlines the strategies and actions that your business will take to reduce its environmental impact and promote sustainable travel among your employees, customers, and suppliers. A travel plan can help you to:&nbsp;
<ul>
<li>Analyse your current travel patterns and identify areas for improvement</li>
<li>Set realistic and measurable goals and targets for reducing your carbon footprint</li>
<li>Implement and monitor the effectiveness of your travel initiatives and policies</li>
<li>Engage and communicate with your stakeholders and partners on your travel plan</li>
<li>Review and update your travel plan regularly to reflect changing needs and circumstances&nbsp;</li>
</ul>
A travel plan can be a useful tool to demonstrate your commitment and leadership on environmental and social issues, as well as to enhance your corporate image and reputation. You can also use your travel plan to apply for grants, awards, or certifications that recognise your efforts and achievements in sustainable travel.&nbsp;
Reduce your carbon footprint as an employer with public transport &nbsp;
Public transport is a vital solution for reducing greenhouse gas emissions and fighting climate change. As an employer, you can play a significant role in encouraging your employees to use public transport more often, or even switch to it completely. By doing so, you not only help the environment, but also benefit your business in terms of employee health, productivity, retention and reputation.&nbsp;
If you&rsquo;re looking to reduce your carbon footprint as an employer, <a href="https://www.comensura.com/contact">contact us </a>at Comensura for ideas on strategies to implement to encourage use of public transportation, and other environmental initiatives to consider.&nbsp;
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How Employers Can Encourage Public Transport Use to Reduce Their Carbon Footprint 

Last week, the UK Government announced that the start date for the Procurement Act 2023, originally scheduled for 28 October 2024, has been postponed to 24 February 2025.&nbsp;
Georgia Gould, Parliamentary Secretary for the Cabinet Office, stated in Parliament that the former government's National Procurement Policy Statement (NPPS) is inadequate. She emphasised the necessity of revising it to ensure that the updated NPPS reflects the current government's priorities more accurately, resulting in this Procurement Act delay.&nbsp;
&ldquo;It is crucial that the new regime in the Procurement Act goes live with a bold and ambitious Statement that drives delivery of the Government&rsquo;s missions, and therefore, I am proposing a short delay to the commencement of the Act to February 2025 so this work can be completed. &nbsp;
I am confident that the extra time to prepare will allow for a more seamless transition, ensuring a smoother and more effective implementation process for both contracting authorities and suppliers.&rdquo;&nbsp;
The Procurement Act delay comes amid growing concerns that the new central digital platform, which contracting authorities need for procurement, wouldn't be ready by the 28 October start date, along with rumours of a recent extension of the platform's development contract.&nbsp;
Transforming talent in Local Government&nbsp;
Find out more about the challenges around local authority talent procurnement in our brand-new research report, conducted in partnership with Inside HR: Transforming Talent in Local Government.
In this research report, you will learn:
<ul>
<li>How skills gaps are affecting local authorities ability to provide essential services and the areas most at risk</li>
<li>How local government leaders believe the skills gap can best be addressed</li>
<li>The role of contingent workers for local authority workforce management</li>
<li>Which under represented groups are being targeted to attract new talent</li>
<li>Equality, diversity and inclusion initiatives remain on the local government agenda</li>
</ul>
<a href="https://www.comensura.com/insights/transforming-talent-in-local-government">Download the report&nbsp;</a>

Delay of Procurement Act – new launch date announced

Get the very latest local authority talent insights in our brand-new research report. Conducted in partnership with Inside HR: Transforming Talent in Local Government is based on survey responses from 60+ local government execs, procurement and HR leaders.
With existing skills shortages in a wide range of areas relevant to local authorities, public sector leaders must strategise on how to attract new talent to the public sector and keep the talent they currently risk losing.
In this survey report, you will learn:
<ul>
<li>How skills gaps are affecting local authorities ability to provide essential services and the areas most at risk&nbsp;</li>
<li>How local government leaders believe the skills gap can best be addressed</li>
<li>The role of contingent workers for local authority workforce management</li>
<li>Which under represented groups are being targeted to attract new talent</li>
<li>Equality, diversity and inclusion initiatives remain on the local government agenda</li>
</ul>
<h3>Use the form opposite to download your copy of the report</h3>
&nbsp;

Transforming Talent in Local Government 

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We are thrilled to share that&nbsp;Impellam Group has earned a Silver Award from the Armed Forces Covenant, recognising our team's dedication to creating a supportive workplace for veterans, reservists still in service, and their families.&nbsp;
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IMMilitary, Impellam&rsquo;s specialist employee-led Business Resource Group for those associated with the military, facilitated the initial signing of the Armed Forces Covenant. This commitment allowed us to show our continuous support for veterans and reservists as well as their families within our company and to our clients across various sectors.&nbsp;
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At Comensura, powered by Impellam Group, our inclusive culture built on trust is fundamental to our success. We value diversity within our organisation and beyond, ensuring everyone feels welcomed and judged fairly, regardless of their background or beliefs. We strive to advance these initiatives and bolster our support for individuals from the defense sector.&nbsp;
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What is the Armed Forces Covenant?&nbsp;
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It is a pledge from the company to ensure that those who serve or have served in the military, along with their families (collectively known as the armed forces community), receive fair treatment.&nbsp;
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By signing the covenant, a business commits to supporting the armed forces community and acknowledges the substantial contributions of service members, veterans, and military families to the organisation and its communities.&nbsp;
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The Armed Forces Covenant currently includes signatories from various sectors such as global corporations, NHS trusts, charities, schools and universities, police forces, and SMEs. For all these organisations, it represents a pledge to ensure no member of the armed forces community faces commercial disadvantages due to their service.&nbsp;
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Comensura – powered by Impellam Group - receives Silver Award from Armed Forces Covenant  

3 benefits & 3 tips: building a diverse age range local authority workforce

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We&rsquo;re thrilled to announce Isabella Cordova-Tattersall and Sebastian Van Der Heijden have been appointed as our new Comensura State Managers in Australia. These newly created roles will enable Comensura deepen our partnerships with customers as we help them navigate the complexities of their changing workforce needs and future demands.&nbsp;
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Isabella has worked with Comensura for the last 3 years, successfully managing key local council accounts. Her strategic outlook and continuous improvement approach will be invaluable as she looks to grow and expand our service offerings in NSW &amp; QLD. &nbsp;
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Sebastien brings over 10 years&rsquo; experience within the MSP industry and will be instrumental in driving best practices and value-for-money for our Local Government &amp; framework customers within Victoria.  &nbsp;
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We had a quick chat below to learn more about them and their goals for this year.&nbsp;
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Welcome to the team!&nbsp;&nbsp;
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What is your favourite thing about being part of the Comensura team?&nbsp;
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Isabella:&nbsp; &ldquo;I value the partnerships we build and foster, whether it be through our customers&rsquo; hiring managers and key stakeholders, or with the suppliers who work closely with us to find talent.&nbsp;
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We&rsquo;re an extension of our customers&rsquo; teams, sharing insights, visions and goals, and communicating these with suppliers. Our suppliers then provide valuable market insights, talent landscapes and industry news which can be fed back with hiring managers, procurement and talent teams.&nbsp;
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I truly appreciate the level of collaboration that occurs at Comensura spanning multiple teams, regions and departments, with one common thread that brings us together, which is how we can best serve our customers. I love that each person has a voice, no idea is too small or insignificant, we are all working together towards a common goal.&rdquo;&nbsp;
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Sebastien:&nbsp; &ldquo;One of my favourite things about working for Comensura are the incredible people I get to collaborate with every day. Their willingness to put our clients front of mind and create a supportive environment is inspiring. Additionally working with our clients is rewarding, they challenge us to push for excellence and the strong partnership that we build with our clients are a testament to our relationship.&rdquo;&nbsp;
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Tell us about your main goal for this year.&nbsp;
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Isabella:&nbsp; &ldquo;My main focus for the year and essentially my ethos is driving mutually beneficial partnerships. Whether it be building new and emerging relationships with key stakeholders, or fostering existing relationships both internally within Comensura, and externally with new customers and suppliers.&rdquo;&nbsp;
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Sebastien:&nbsp; &ldquo;As State Manager for Comensura, my goal for the rest of the year is to strengthen client relationships and enhance service delivery to exceed their expectations. I also aim to build on the foundation of customer centricity within my team, driving engagement and success in our contingent labour hire solutions.&rdquo;&nbsp;
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If you&rsquo;ll be at the <a href="https://www.paltd.com.au/pa-conference-2024" target="_blank" rel="noopener">Procurement Australia Conference</a> this Friday 16 August in Melbourne, stop by the Comensura stand and say hello to Isabella, Sebastian and the rest of the Comensura Australia team. &nbsp;
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<a href="https://www.comensura.com/solutions">Find out how Comensura can help your busines</a><a href="https://www.comensura.com/solutions">s</a>.
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&nbsp;
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Meet our new State Managers in Australia

Political change, People and Prospects: what the new UK Government means for local authority talent 

Register Now

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 Local authorities face many challenges when it comes to attracting,&nbsp;retaining and developing talent. From complying with the Procurement Act and employment law, to managing employee engagement and performance, to fostering a culture of innovation and collaboration, there is a lot to consider and balance.&nbsp;
That is why we are inviting you to join us for an exclusive event on talent management for local authorities, where you will hear from industry experts and practitioners as we cover 2024&rsquo;s key talent challenges for local authorities, with a focus on: &nbsp;
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Employment law changes post-election&nbsp;
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The practicalities of adhering to the Child and Family Social Worker National Agreement &nbsp;
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The implementation of the Procurement Act.&nbsp;
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Strategies and solutions to tackle 2024&rsquo;s talent challenges&nbsp;
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This year&rsquo;s Foresight Summit will explore insights, predictions, and priorities with 50 local authority leaders and experts. Panel debates and practical peer-to-peer roundtable discussions will help leaders gain valuable insights and leading thinking, enabling smarter workforce decisions.&nbsp;
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<h3 class="Paragraph SCXW206116517 BCX0" lang="EN-US" xml:lang="EN-US"><a class="Hyperlink SCXW206116517 BCX0" href="https://www.eventbrite.co.uk/e/local-authority-foresight-summit-2024-tickets-942277375997" target="_blank" rel="noreferrer noopener">Find out more</a> &nbsp;&nbsp;</h3>
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This event is strictly for local authorities and leaders working in the public sector, including in-house&nbsp;HR, Talent Acquisition, Procurement, Child, and family social care managers and above. All registrations will be reviewed by the Impellam team for eligibility. Seats are limited.&nbsp;
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Join us for the inaugural Local Authority Foresight Summit 2024 in Manchester

The benefits of providing employment opportunities for prison leavers: Prison Employment Summit 2024 

How Comensura’s technology platform c.net simplifies Statement of Work management

We are delighted to announce Comensura has successfully been appointed to the Local Buy arrangement for Recruitment: Managed Service Providers LB336 to provide Vendor Neutral Managed Services and Statement of Work Management solutions to councils in Queensland, Northern Territory and Tasmania.
Comensura has proven success working with Local Buy since 2017 and we are proud to support 13 Local Buy members to manage almost 1 million hours of work each year and to generate $4 million savings in 2023 alone for reinvestment back into their local government communities.
<blockquote>
&ldquo;With almost 10 years&rsquo; experience supporting Queensland councils, we&rsquo;re excited to continue enabling Local Buy members to increase visibility, control, governance, compliance and value from their contingent workforces. I&rsquo;m proud of the exceptional service our team deliver to these customers which contribute to essential public services such as childcare, waste management, parks and gardens maintenance, infrastructure, administration and more.&rdquo;&nbsp; - Michael Rogers, Managing Director, Comensura Australia.
</blockquote>
As the leading provider of vendor neutral managed services to local governments in Australia, we combine 20+ years of hands-on industry expertise, data-driven insights and our proprietary technology, c.net, to improve workforce management and services procurement. We bring simplicity to the complex process of acquiring contingent talent, providing access to this essential talent through expert supply chain management.
Comensura is passionate about serving and supporting those who serve and support others. Through effective and efficient contingent workforce management, we&rsquo;re proud to enable Local Buy members and our predominantly public sector customers to better serve their communities.&nbsp; 
To find out how we can help optimise your contingent workforce management, please <a href="https://www.comensura.com/contact">contact us today</a>.

Local Buy appoints Comensura to Managed Service Providers arrangement in Australia

Redefining public sector employer brands: Promoting your local authority as a workplace with purpose

How to recruit talent from the autistic community

<h3>What&rsquo;s changing with the Fair Work Legislations amendments?</h3>
Since December 2023, amendments to Australia's Fair Work Act have been introduced, aimed at enhancing workplace fairness and closing loopholes. In 2024, there are several changes the amendments are going to bring forward, including:
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<tbody>
<tr style="height: 152px;">
<td>
<ul>
<li>Criminalising wage theft</li>
<li>Regulating labour hire agreements</li>
<li>New protections for delegates</li>
<li>Industrial manslaughter (plus increased penalties for other offences)</li>
<li>Right of entry to assist health and safety representatives</li>
<li>Definition of Employment</li>
<li>Changes to Penalty amounts</li>
</ul>
</td>
<td>
<ul>
<li>Casual Employment</li>
<li>Gig Economy</li>
<li>Unfair Contract terms</li>
<li>Right to Disconnect</li>
<li>Redundancy</li>
<li>Increased Protection Against Discrimination&nbsp;</li>
</ul>
</td>
</tr>
</tbody>
</table>
<h3>&nbsp;</h3>
<h3>When does it come into effect?</h3>
1 July
<ul>
<li>Workplace delegates rights terms for employees in modern awards, workplace determinations and enterprise agreements</li>
<li>Exemption certificates for entry to investigate suspected underpayment&nbsp;</li>
</ul>
26 August
<ul>
<li>Changes to definition of casual employee and pathway to full-time and part-time employment</li>
<li>Right to disconnect</li>
<li>Provisions for &lsquo;employee-like&rsquo; workers and the road transport industry</li>
<li>Collective agreements and workplace delegates rights for regulated workers</li>
<li>Determining whether a relationship is employment</li>
<li>Independent contractor &lsquo;unfair contracts&rsquo; disputes</li>
</ul>
1 November
<ul>
<li>Regulated labour hire arrangement orders can commence operation.</li>
</ul>
&nbsp;
<h3>Two key pieces of this legislation pertaining to contingent workers</h3>
1. Same Job Same Pay &ndash; labour hire
Under the legislative amendments, labour hire employees must be paid at least the minimum wage, or the &lsquo;protected rate of pay&rsquo;, which is the same rate they would receive if working directly for their &lsquo;host employer&rsquo; or in a public sector, doing the same job.
The fundamental principle of the amendment is equal pay for equal work, which dictates that employers need to guarantee that labour hire employees receive equal pay to their permanent colleagues for equivalent tasks.
2. Casual Employment
The definition of casual employment will be amended to ensure that the entire relationship is considered (as opposed to just the written contract).&nbsp; The Bill also introduces a new right for a casual employee to request a conversion to more permanent employment after 6 months (or 12 months for small business employers). This replaces the existing regime where the predominant onus is on the employer to offer conversion to permanent employment to qualifying employees.
Many of these workers are hired through recruitment agencies that do not provide transparency regarding individual worker pay or tenure. Organisations will benefit from implementing a robust system to ensure compliance with this legislation.
<h3>&nbsp;</h3>
<h3>What can you do to help mitigate risk?</h3>
To start, investigate what data your organisation has in place to report on rates of pay and tenure of your employees.
Companies in countries like the UK and USA, where such legislation is currently in effect, have already turned to Managed Service Providers (MSPs) to oversee their contingent workforce and ensure full compliance.
Here's how our MSP solution can assist you:
<ol>
<li>Provide Clear Guidelines and Templates with Full Visibility &amp; Reporting</li>
<li>Regular Compliance Audits and Monitoring with Expert Risk Mitigation</li>
<li>Proactive Communication and Education with Ongoing Support&nbsp;</li>
</ol>
If you are interested in learning how our MSP solution can help your organisation comply with this legislation and protect against its ramifications, please <a href="https://www.comensura.com/contact">get in touch</a>.
<a class="primaryBtn" style="color: #ffffff;" href="https://www.comensura.com/contact">Contact us</a>
&nbsp;
This update is comment of a general nature only. It is not, nor is it intended to be, advice (whether legal or otherwise) on any specific professional matter. The accuracy and/or effectiveness of any professional advice will depend on the particular circumstances of the relevant case. Neither Impellam Group, any of its entities or any individual author of or contributor to this update accepts any responsibility whatsoever for your reliance on this update. To understand how these changes may affect you or your business, we recommend that you consult your professional adviser.

Are you aware of the potential implications of the amendments to Australia's Fair Work Act Closing Loopholes Legislation for your organisation?
Any business employing a significant number of contingent workers under various arrangements in Australia should be aware of the full details and be prepared to take steps towards mitigating any risk.

How are you preparing for the Closing Loopholes legislation in Australia?

Comensura, powered by Impellam Group, has appointed Michael Rogers to lead the strategy, innovation, and commercial performance of the digitally enabled workforce solutions provider in Australia.
Rogers is an experienced technologist and strategist with a focus on enabling exceptional customer experiences through technology and service excellence. With proven success building innovative businesses and leading high-performing teams, Rogers is well-placed to accelerate the growth of Comensura in Australia and drive enhancements to its proprietary VMS technology, c.net and Software as a Service offering.
Mark Coyle, CEO, APAC, Impellam Group commented,&nbsp;&ldquo;We are pleased to appoint Michael to lead Comensura in Australia. Michael&rsquo;s customer-focused, entrepreneurial leadership has enabled Impellam Group to deliver greater value to customers through innovative solutions. Working across our UK and Australia-based businesses, Michael has contributed to the rapid growth and success of Impellam APAC and I am confident he will strengthen Comensura&rsquo;s position as an industry leader.&rdquo;
Commenting on his new role, Rogers said,&nbsp;&ldquo;I'm excited to join Comensura and lead such a talented and dedicated team of professionals who have successfully grown Comensura to be the leading vendor neutral MSP in Australia. For over 15 years, customers in Australia have trusted Comensura to manage their contingent workforce, ensuring quality, cost and compliance are governed across all categories of work; and our supply partners work with us to attract and engage leading talent for organisations across the country. With the world of work changing, I&rsquo;m looking forward to working collaboratively with our customers and supply partners to continue achieving their goals and finding new and innovative ways to support their growth.&rdquo;
Rogers has over 15 years&rsquo; experience in senior leadership roles across the recruitment and managed services landscape in Australia and the UK.

<span style="font-size: 11.0pt; line-height: 107%; font-family: 'Aptos',sans-serif; mso-ascii-theme-font: minor-latin; mso-fareast-font-family: Aptos; mso-fareast-theme-font: minor-latin; mso-hansi-theme-font: minor-latin; mso-bidi-font-family: Arial; mso-bidi-theme-font: minor-bidi; mso-ansi-language: EN-AU; mso-fareast-language: EN-US; mso-bidi-language: AR-SA;">Michael Rogers to accelerate growth of leading provider of vendor neutral managed services and statement of work management solutions in Australia.

Comensura appoints Michael Rogers as Managing Director, Australia

<h3>In 2024, local authorities across the UK are facing unprecedented challenges in delivering public services and meeting the needs of their communities.</h3>
One of the most severe consequences of the financial crises for local authorities is the risk of issuing a section 114 notice, which effectively declares that they are unable to meet their statutory duties and imposes a spending freeze on all non-essential services. &nbsp;
Reducing &lsquo;people costs&rsquo; - a significant cost for all local authorities &ndash; is one way that the public sector can try and reduce financial pressure, but how can this be achieved?
Our new whitepaper about the current crisis in local authorities looks at:
<ul>
<li>The leading challenges for local authorities both now and on the horizon</li>
<li>Solutions to address the shortage of essential workers</li>
<li>Workforce planning in the public sector - dealing with today, planning for tomorrow</li>
<li>The benefits of working with a strategic workforce partner</li>
<li>Redefining your employer brand as a workplace with purpose and meaning</li>
</ul>
<h2>Download the whitepaper by filling in the form opposite</h2>

Addressing 2024’s talent challenges in UK local authorities

As more people work longer into their lives, employers will need to adapt to the changing demographics.&nbsp;
The legal retirement age is rising in many countries including the UK, but this isn&rsquo;t the only reason that people are working later into their lifespan. &nbsp;&nbsp;
Some people choose to work longer because they enjoy their job and want to contribute to society or their field of expertise. They may also seek social interaction and the mental stimulation that work provides.&nbsp;
The rising cost of living is another huge factor. A single person will need &pound;31,300 a year for a moderate income in retirement, <a href="https://www.bbc.co.uk/news/business-68222807">according to a pensions industry body.</a> This means many with need to subsidise their pension with a part-time job. &nbsp;
<a href="https://blog.moneyfarm.com/en/pensions/retirement-age-in-the-uk-when-can-you-retire-and-get-your-state-pension/">As of 2024, the average retirement age for men is 65.1 and 64 for women</a>. This is a slow but significant increase from 2010 when the typical retirement age for male workers was 64.6 years old, and 62.3 for women. &nbsp;
<a href="https://www.peoplemanagement.co.uk/article/1860556/retiring-71-experts-react-proposed-change-pension-age">Many believe that this steady increase will continue,</a> and potentially increase at a faster rate as lifespan continues to grow.&nbsp;
So what does this all mean for the workplace?&nbsp;
How will employers cope with the changing demographics and the implications for productivity, innovation, and diversity?&nbsp;
A rising retirement age leading to more older colleagues will have positive effects on the workplace, such as:&nbsp;
<ul>
<li>Retaining valuable experience, skills, and knowledge in the organisation, mentoring younger colleagues</li>
<li>Older workers in the workplace can expand the diversity of perspectives, ideas, and approaches in the workplace, and foster a culture of learning and collaboration</li>
<li>Help bridge the gap between generations and promote intergenerational communication and understanding</li>
<li>Reduce labour shortages and support the economic growth and sustainability of society&nbsp;</li>
</ul>
However, a rising retirement age also poses some challenges for older workers in the workplace, such as:&nbsp;
<ul>
<li>Age discrimination, stereotypes, or biases from co-workers, leading to them feeling undervalued, unchallenged, or unsupported</li>
<li>Difficulties adapting to the rate of change in digital and technology, the work environment, or organisational culture, and as a result need more training and support to update knowledge, approach, and skills</li>
<li>Experience more health problems, physical limitations and require more flexible work arrangements, such as part-time, telework, or job-sharing&nbsp;</li>
</ul>
The pros appear to vastly outweigh the cons (let&rsquo;s face it, the cons could apply to anyone of any age) and many organisations could benefit from greater diversity in age range to create a balanced workforce. The presence of older employees provides more perspectives and a greater range of experiences.&nbsp;
Therefore, employers should adopt some strategies to help older employees overcome these challenges and thrive in the workplace, such as:&nbsp;
<ul>
<li>Creating a culture of respect, inclusion, and diversity, where older workers are valued for their experience, wisdom, and loyalty, and given opportunities to mentor, coach, and collaborate with younger workers</li>
<li>Provide ongoing training and development programmes, that are tailored to converting the experience and knowledge of older workers to tangible skills and competencies that benefit the organisation</li>
<li>Offering flexible tasks according to current physical health and not affect long-term health outlooks. For example,&nbsp;<a href="https://www.statista.com/statistics/983315/england-arthritis-among-older-people/">a significant number of 60&ndash;64-year-olds - 24% of men and 42% of women &ndash; have diagnosed arthritis</a>. Regular physical activity such as muscle strength building exercises can help with the treatment of it, but anything high impact or strenuous physical activity without the ability to warm up first may be harmful and cause significant pain. It is important to ensure there is no assumption or expectation for employees with this challenge to carry out tasks that could injure them or exasperate their condition. They should never be in a situation where they are concerned to say, &ldquo;I&rsquo;m not able to do that.&rdquo;&nbsp; &nbsp; &nbsp; &nbsp;</li>
<li>Offering flexible working opportunities that can fit around family or personal situations such as caring responsibilities and provide relevant and appealing benefits, such as health insurance, flexible leave options, or CSR days&nbsp;</li>
</ul>
In conclusion, older workers are a huge benefit to the workforce. They bring a wealth of experience, knowledge, and skills that can enhance the performance, productivity, and innovation of any business or organisation. However, they also face some challenges and barriers that may hinder their full potential and satisfaction.&nbsp;
Employers should recognise these challenges and implement strategies to support and empower older workers, as well as foster a culture of respect, inclusion, and diversity across all age groups. By doing so, employers can create a balanced and harmonious workforce that can thrive.&nbsp;
Afterall, today&rsquo;s &lsquo;younger workers&rsquo; are tomorrow&rsquo;s &lsquo;older workers&rsquo;.&nbsp;
Comensura has worked with a client that is a company that offers solutions that create a more sustainable environment and help fight climate change. The client wanted to build upon their successful ED&amp;I hiring within their permanent headcount, by expanding to focus on contingent ED&amp;I hiring across underrepresented groups. <a href="https://www.comensura.com/resources/customer-success-stories/waste-management-edi">Find out more about how they worked to attract and retain over 55's in the waste management sector.</a>

How an aging population and rising retirement age will impact the workplace

<a href="https://www.comensura.com/what-we-do/what-is-payroll">Payroll </a>involves many steps, such as calculating wages, taxes, deductions, benefits, and compliance. If you do it yourself, you need to invest in payroll software and training, keep track of tax laws and regulations, and ensure accuracy and timeliness. Any mistake or delay can result in fines, and possibly more importantly seriously affect your employees and temporary workers. &nbsp;
The human price of payroll errors &nbsp;
If workers aren&rsquo;t paid what they expect when they expect it, this will affect their ability to pay their bills. This could go on to affect their credit rating and life plans in the long term, but with the cost of living so high, concerns could be more immediate.&nbsp;
<a href="https://www.theguardian.com/business/2023/feb/21/quarter-of-uk-households-regularly-run-out-of-money-for-essentials-survey-says" target="_blank" rel="noopener">Nearly 40% of people end the month with no money left,</a> and as a result, they rely on their paycheck being both on time, and the correct amount. Any error for some people might be an inconvenience, but for others it could mean not being able to get grocery shopping &nbsp;or pay for their next day's train ticket to work.&nbsp;
Payroll issues will backfire on any employer in terms of staff retention. <a href="https://uk.finance.yahoo.com/news/one-in-five-brits-has-quit-a-job-over-a-poor-payroll-experience-050012263.html?guccounter=1&amp;guce_referrer=aHR0cHM6Ly93d3cuZ29vZ2xlLmNvbS8&amp;guce_referrer_sig=AQAAAJprk9bu8ts_GoVftshpE8ROFLi8__3unPUU1xvIni59qMeowDkVqJb1giYDQi7SIIJ7KsMwZadggpJXlFqjnV6wtB3RLhvosyLP99BmUsun6tVhChOBdxHnG_1utffWYvgrNX_gDNp4vkWFq603bQFGfHRQFNRgrDw0QIup60KF">A fifth of Brits have changed jobs after being paid late or inaccurately by their employer</a>, which means that a single payroll error could well generate recruitment and training costs, as you work to replace the staff member lost over a preventable error.&nbsp;
Avoiding payroll errors&nbsp;
A <a href="https://www.comensura.com/what-we-do/what-is-a-vendor-neutral-msp">managed service provider (MSP)</a> can help you avoid these problems by providing you with a reliable and efficient payroll service. &nbsp;
Here are some of the ways an MSP can reduce your payroll issues:&nbsp;
<ul>
<li>An MSP can automate your payroll process, saving you time and money. They can integrate your payroll software with your accounting, HR, and time-tracking systems, eliminating manual data entry and errors</li>
<li>An MSP can handle your tax compliance, ensuring that you pay the right amount of taxes and file the correct forms on time. They can also keep up with the changing tax laws and regulations, so you don't have to worry about them</li>
<li>An MSP can manage your payroll benefits, such as health insurance, retirement plans, and paid time off. They can enroll your employees, deduct the appropriate amounts, and remit them to the providers. They can also handle any payroll-related queries or issues from your employees&nbsp;</li>
</ul>
How to choose the right MSP for your payroll needs&nbsp;
Not all MSPs are the same, and you need to find the one that suits your payroll needs and budget. Here are some factors to consider when choosing an <a href="https://www.comensura.com/solutions/payroll">MSP for your payroll:</a>&nbsp;
<ul>
<li>Experience and reputation. Look for an MSP that has a proven track record of providing payroll services to SMBs in your industry and location. Check their testimonials, and references to see how satisfied their clients are</li>
<li>Scope and quality. Compare the features and benefits of different MSPs and see what they offer in terms of payroll software, integration, automation, compliance, and support. Choose an MSP that can meet your payroll requirements and expectations</li>
<li>Cost and value. Evaluate the pricing and contract terms of different MSPs and see how they fit your budget and cash flow. Consider the value and return on investment that an MSP can provide, such as saving you time, money, and hassle&nbsp;</li>
</ul>
Payroll is a crucial and complex function and by outsourcing this area of a business to a reliable and experienced MSP, you can ensure that your employees and workers are paid accurately and on time, that your payroll taxes and compliance are taken care of, and that you have more time and resources to focus on your core business activities.&nbsp;
Managing payroll with Comensura  &nbsp;
Our<a href="https://www.comensura.com/what-we-do/what-is-payroll"> easy-to-use payroll solution</a> does the hard work for you, removing the administrative burden and providing outstanding candidate experience.  &nbsp;
<a href="https://www.comensura.com/solutions/payroll">Find out more &nbsp;</a>
&nbsp;

How an MSP prevents payroll errors before they arise

The ability to attract and deploy high quality talent on-demand provides a competitive edge for all organisations, both in the public and private sector.
For those that need to grow fast to meet their customers' needs, and who have many roles that with repeatable and/or high volume roles, this is even more crucial. Saving money while doing this is essential.
Direct Sourcing is an efficient and effective strategy for creating a pipeline of relevant and adaptable talent and facilitating the seamless redeployment of valuable contingent workers.
This easy to digest guide lays out everything you need to understand about Direct Sourcing as part of a contingent workforce programme, and how it can work alongside your current supply chain with a sustainable model that can evolve and grow over time.
This guide includes:
<ul>
<li>What Direct Sourcing is and why you should do it</li>
<li>Facts and figures on the results you can expect from Direct Sourcing</li>
<li>How Direct Sourcing works and where it works best</li>
<li>What your next steps are in integrating Direct Sourcing into your contingent workforce management</li>
</ul>
<h2>Complete the form to download this quick guide to Direct Sourcing for contingent workforce.</h2>

A quick guide to Direct Sourcing for the contingent workforce

&ldquo;Building my relationship with Comensura has allowed us both to deliver a fast and efficient service for the provision of temporary staff authority wide. Solutions have been sought and delivered to fill difficult roles and support was outstanding during the provision of a temporary Chief Executive.&rdquo;

North West Local Authority implements changes to stay within social care budget 

LONDON, 21st MARCH 2024: HeadFirst Group and Impellam Group today announced that they have joined forces to become one of the world&rsquo;s leading STEM talent and Managed Service Providers with a distinctive HR tech platform for professionals. The expanded group has &euro;8 billion spend under management, 2,100 expert colleagues, and over 75,000 professionals serving customers across the globe.
This strategic step provides customers with a unique, truly global tech and talent solution to ensure they stay at the forefront of their industry. The deal has created an unparalleled force in digital, IT, data, life sciences, clinical and engineering talent and leaves the expanded group well-placed to drive market beating growth and to deliver increased value for colleagues, customers, professionals, suppliers, and shareholders.&nbsp;
Han Kolff, chairman of the Board, commented: "We are proud to have brought industry leaders HeadFirst and Impellam together. As well as vast geographic reach, our expanded group combines world-class expertise and market-leading tech, providing customers with mission critical talent, hereby creating a unique platform for growth in a growing market. I am confident HeadFirst and Impellam will power the next world of work together.&rdquo;
Julia Robertson, CEO of Impellam and the enlarged group, said: &ldquo;We have an exciting future ahead of us. In a world where talent and tech must come together to build better businesses, we will collaborate to leverage the combined strength and capability of our market-leading brands, our people, and our distinctive technology. Our complementary cultures and our focus on our customers&rsquo; needs will ensure we deliver market leading, digitally enabled and differentiated solutions to our customers across the world.&rdquo;
Experienced team driving growth agenda
Leading the future success and growth of the combined business, the Board of the new group includes: Han Kolff, non-executive chairman, Julia Robertson, group CEO, Tim Briant, group CFO, Marion van Happen, CEO of HeadFirst Group, as well as non-executive directors and co-founders Koen Bekkering and Boyd Sleeman.&nbsp;
There will be no immediate changes to the day-to-day operations of Impellam Group and HeadFirst Group. Impellam and HeadFirst will continue to deliver industry-leading solutions to customers, suppliers and professionals.

Headfirst Group and Impellam Group join forces to become a global leader in STEM, digital and IT talent, managed services and HR tech

This year&rsquo;s International Women&rsquo;s Day Comensura team members and their Impellam Group colleagues met both virtually and at The Gherkin in London to discuss the difficulties women and other minority groups may face at work, and how we can help create more equitable and diverse workplaces and opportunities for all.&nbsp;
Impellam's IM Womxn Business Resource Group hosted a London event with guest speaker Lauren Neal, author of best-selling book 'Valued at Work'. Lauren shared the stage with our Managing Director Hoa Ngo, Hayley Klaff, Director of Projects &ndash; STEM and Laura Browne, Client Services Manager for Guidant Global.&nbsp;
They discussed the question, &lsquo;why do we need to inspire inclusion?&rsquo;&nbsp;
Lauren shared her experience of dealing with bias and sexism in STEM settings while leading engineering projects in the energy sector, and said inclusion is about making sure that everyone feels valued by recognising their input and participation in the work environment: &nbsp;&ldquo;If we don&rsquo;t have an ability to have everybody take part and be valued for taking part, we&rsquo;re going to miss everything.&rdquo;&nbsp;
Hoa Ngo believes that fostering inclusion should be a daily practice that we can each embody in how we communicate with our team and express appreciation for others. She stated that there have been male colleagues who have been supportive and encouraging to her throughout her career and urged more men to support their female colleagues and &lsquo;open the door.&rsquo;&nbsp;
This was a viewpoint shared by Hayley Klaff: &ldquo;Everyone has a part to play in this. It&rsquo;s important that people feel they&rsquo;ve got an opportunity to contribute, and their voices will be heard &ndash; this is why we ensure that we&rsquo;ve got an inclusive environment [at Impellam].&rdquo;&nbsp;
The panel also discussed the issues with companies that only meet the minimum requirements for Equality, Diversity and Inclusion hiring targets, rather than considering the reasons why they should hire women and people from other underrepresented groups.&nbsp;
Gender inclusivity is a subject close to the hearts of the Comensura team, both male and female. This year we asked some of our colleagues to share their thoughts on why gender inclusion is important for them and how they contribute to inspiring a more inclusive culture at work.<a href="https://www.comensura.com/insights/international-women-s-day-2024-inspire-inclusivity"> Click here to read their thoughts and stories in this article.&nbsp;</a>
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Comensura celebrates International Women’s Day as we work together to Inspire Inclusion 

March 8th 2024 is International Women's Day, a global celebration of the social, economic, cultural and political achievements of women. It is also a day to raise awareness of the ongoing challenges and barriers that women face in their quest for gender equality and empowerment. &nbsp;
This year's theme is #InspireInclusivity, which encourages us to inspire gender inclusion in our everyday lives and to celebrate the achievements of women who have broken stereotypes and boundaries.&nbsp;
To mark this occasion, we have asked some of our colleagues to share their thoughts on why gender inclusion is important for them and how they contribute to inspiring a more inclusive culture at work. Here are some of their thoughts and stories.&nbsp;
&nbsp;
Nicol Nee, Head of Service&nbsp;
&ldquo;For me, gender inclusivity is paramount to the success of any organisation, creating a fair environment with equal opportunities for everyone. It ensures diverse perspectives, leading to improved decision-making and a positive place to work where everyone feels valued.&rdquo;&nbsp;
&nbsp;
Hoa Ngo, UK Managing Director&nbsp;
&ldquo;I think it&rsquo;s important for everyone to inspire gender inclusion, not just women. The involvement of men is crucial for achieving gender inclusion.&nbsp;
&nbsp;Many organisations still miss the mark by focusing solely on women, reinforcing the perception that these are women's issues and overlooking systemic causes. With the active support of men, significant progress towards ending gender disparities is going to happen much faster.&rdquo;&nbsp;
&nbsp;
Lee Hoare, Senior Business Partner&nbsp;
&ldquo;I personally think it&rsquo;s important to inspire gender inclusion because gender shouldn&rsquo;t even be an issue that needs to be discussed. The more that we raise gender inclusion now, hopefully the less future generations will have to! There shouldn&rsquo;t have to be a conversation to be equal, we are all equal!&nbsp;
Having been brought up in a family of very strong women, surrounded by strong female friends this issue baffles me. We shouldn&rsquo;t be excluding, we should be openly inviting everyone into the workplace, or any setting. I think the world would be a much better place if we do.&rdquo;&nbsp;
&nbsp;
Delasi Dawson-Coker, Business Partner&nbsp;
&ldquo;I think inspiring gender inclusion is vital due to personal experience. I once expressed interest in an advertised role with more responsibility at a previous workplace and was met with: &ldquo;Really? Even with 3 kids? I wouldn&rsquo;t have thought you&rsquo;d be interested!&rdquo; The female HR, without speaking to me had already made up her mind that as a mother of 3, I had no intention of progressing my career further. &nbsp;
Interestingly, this was at a place where I had progressed through the ranks over the years; however, after having kids, it had been assumed that I&rsquo;d no longer be looking for career progression.&rdquo;&nbsp;
&nbsp;
Mary Nichol Impellam Director of Sales&nbsp;
&ldquo;I&rsquo;m a firm believer in promoting gender inclusion, it allows us to have better conversations, by nurturing a variety of opinions regardless of gender helps us come up with our greatest ideas. Having everyone think in the same way doesn&rsquo;t allow that. Having a mix of genders allow us to be open to new ways of thinking and working. I love working and hearing differing views and perspectives.&rdquo;&nbsp;
&nbsp;
Luke Celino, Head of Service&nbsp;
&ldquo;As a single father of a 12-year-old daughter, I&rsquo;ve always felt strongly about the importance to inspire gender inclusion, and this is also filtered down into my team at work too.&nbsp;
Gender inclusion in the workplace is important. However, it&rsquo;s also important because it promotes diversity and creates a more welcoming environment for employees. When all genders are valued and respected, they are all engaged, motivated and productive. &nbsp;
Inclusive businesses around the globe are seen as more desirable places to work and are better able to meet the needs of a broader range of customers. It&rsquo;s important to inspire gender inclusion and bring balance to the workplace because that&rsquo;s what I want my daughter to experience in her future.&rdquo;&nbsp;
&nbsp;
Hannah Fennelly, Business Partner&nbsp;
&ldquo;I had not really experienced any gender inclusion problems for a big chunk of my life, our parents pushed us girls to learn basic DIY, how to look after our cars... all the stereotypical &lsquo;manly&rsquo; type roles. This soon changed as soon as I became a parent.&nbsp;
Prior to having my son, I was always considered a valuable member of the team, I had 100% attendance and zero lateness in all the years I had worked at that previous company. After he was born, my son attended nursery and anyone who has a baby in nursery knows they constantly call you as they cannot have any unwell children mixing with other children, and at that age they pick up every germ. &nbsp;
I was made to feel sick with guilt if I was called out of work, with comments and questions on if someone else could get him, and then I would feel guilty not being able to give my son all my attention while he was unwell because I was worried about work. It dawned on me that all the years I had never been off or even been late, all the extra hours and extra work I had contributed prior to having my son meant absolutely nothing. &nbsp;
I left that role as I felt I was pushed out; I found a new role where they were thankfully very supportive, and I have never experienced this since. It&rsquo;s important to inspire gender inclusion because I still hear stories like mine and feel we have a long way to go before we get it right.&rdquo;&nbsp;
&nbsp;
Beth Capper, Senior Business Partner&nbsp;
&ldquo;I have a 5-year-old daughter and I work really hard daily to instil the importance of gender not being an issue or something that holds us back in life and the workplace. &nbsp;
We recently bought and read together the book, &ldquo;Little People, Big Dreams &ndash; Mare Curie&rdquo; which is fabulous but clearly demonstrates inequality between genders from that time &ndash; Marie wasn&rsquo;t able to attend the same school as her brother, because she was female, and had to move countries to Paris to study where it was acceptable for females to attend. She obviously later went on to win 2 Nobel peace prizes for the work to science and set up schools to encourage women into that field&hellip; the rest is literally history!&nbsp;
It was really interesting to see my daughter being curious / flabbergasted, at age 5, as to why Marie couldn&rsquo;t attend a school because she was female &ndash; and hopefully testament that as a society, we are moving to a better place where capability and ability is not determined by our gender.&rdquo;&nbsp;
&nbsp;
If you&rsquo;re looking to promote gender equality in your workplace, the International Women&rsquo;s Day website has tools, resources, and support that can help you. Look to make improvements today, and plan for a more diverse 2025.&nbsp;
&nbsp;
Discover more about the <a href="https://www.internationalwomensday.com/" target="_blank" rel="noopener">International Women&rsquo;s Day 2024</a>

International Women’s Day 2024 – Inspire Inclusivity

Research shows <a href="https://www.personneltoday.com/hr/time-to-hire-rates-2023-josh-bersin/" target="_blank" rel="noopener">it now takes an average of 44 days to appoint people to a role, up from 43 days in 2022</a>. This increase might seem small, but unfilled positions for any length of time negatively affect productivity, morale, and growth. With too many vacant positions, achieving success is nearly impossible and the longer this goes on, the more difficult it is to come back from. Thus handing&nbsp;your competitors an advantage. &nbsp;
<a href="https://www.comensura.com/what-we-do/what-is-talent-bank" target="_blank" rel="noopener">Talent bank</a> provides an adaptable technology platform customised to meet your bespoke workforce management needs and can significantly reduce time-to-hire, leaving you with less or ideally, no open vacancies to worry about. But how does talent bank achieve this?&nbsp;
Using a Talent Bank in recruitment can significantly reduce the time to hire in several key ways:&nbsp;
<ol>
<li>Pre-qualified candidates: Talent Banks often feature <a href="https://www.comensura.com/solutions/vetting-and-screening" target="_blank" rel="noopener">pre-screened and vetted candidates</a>, eliminating the need for extensive initial screening processes, which means that your team can focus on more targeted and strategic tasks and assignments.</li>
<li>Fast access to pools of relevant talent: Instead of starting the hiring process from scratch for each position, you can quickly access a pool of available and relevantly skilled candidates, significantly streamlining the search and selection process.</li>
<li>Skill matching technology: Many talent banks employ advanced algorithms to match position requirements with candidate skills. This automated process accelerates the identification of suitable candidates, which is significantly faster than manually reviewing CVs and applications.</li>
<li>Reduced number of positions advertised: With a ready pool of candidates to hand, there is less reliance on posting jobs and waiting for applications. You can instead tap into the existing talent pool, cutting down on the time typically spent advertising and waiting for responses.</li>
<li>Improved candidate experience: The streamlined process and quicker response times contribute to a positive candidate experience. This, in turn, can help attract top talent and reduce the risk of losing candidates to competing opportunities.&nbsp;</li>
</ol>
By creating and maintaining your own Talent Bank of potential employees and contingent workers, you can attract and retain talent with the skills, experience, and knowledge that your organisation needs, significantly shortening the time it takes to identify, evaluate, and hire suitable workers, leading to a more efficient recruitment process.&nbsp;
<h3>Talent bank with Comensura&nbsp;</h3>
Selecting Comensura as your talent bank partner gives you the advantage of years of knowledge, as our <a href="https://www.comensura.com/solutions/talent-bank" target="_blank" rel="noopener">talent bank solution</a> is powered by the Impellam Group. Impellam is a connected group offering unparalleled workforce and STEM talent solutions expertise to provide your organisation with mission-critical skillsets to future-proof your business. Though Impellam, Comensura have wide-reaching Talent bank experience across a variety of industry verticals and types of roles, sourcing and nurturing talent across the UK.&nbsp;
<a href="https://www.comensura.com/solutions/talent-bank">Get in touch for more information&nbsp;</a>

5 ways a talent bank reduces time-to-hire, saving money and improving efficiency in your organisation.

5 ways a talent bank reduces time-to-hire 

In today's competitive job market, organisations are constantly seeking ways to attract and retain the best quality talent. Many strategies have been implemented but one that has gained significant traction is <a href="https://www.comensura.com/solutions/advanced-direct-sourcing">Advanced Direct Sourcing.</a> &nbsp;
Advanced <a href="https://www.comensura.com/insights/quick-guide-to-direct-sourcing-for-the-contingent-workforce">Direct Sourcing</a> involves reaching out to a community of known candidates directly, avoiding traditional routes in recruitment such as job board websites and agencies. &nbsp;
It can help local authorities overcome talent shortages by attracting, curating, and engaging talent communities by activating &lsquo;employer brand&rsquo;. &nbsp;
Advanced Direct Sourcing has particular potential when addressing predictable, repeatable hiring needs in the public sector, for example covering <a href="https://www.theguardian.com/society/2023/dec/29/nhs-england-storm-of-pressure-flu-covid-cases-surge" target="_blank" rel="noopener">staff shortages in healthcare in winter when flu and COVID cases increase.&nbsp;</a>
<h3>A more efficient form of talent acquisition&nbsp;</h3>
By bypassing intermediaries in the right categories, organisations can work more efficiently, streamlining the hiring process with direct access to a talent community of suitable candidates. This not only saves time but also ensures that all messaging and the employer brand are accurately communicated to potential future hires.&nbsp;
<h3>Access to niche talent &nbsp;</h3>
Relying on more traditional modern forms of recruitment such as job websites gives a wide reach to a wide range of job seekers. However, advanced direct sourcing means businesses can tap into niche talent pools, specific to their sector, role requirements, and the type of contract they are offering, i.e., permanent, temporary or project based. &nbsp;
By using advanced direct sourcing, local authorities can connect with only the most relevant individuals, with the specific skills, attributes, and qualifications they are looking for.&nbsp;
<h3>Enhanced candidate experience&nbsp;</h3>
Traditional recruitment processes often involve multiple stages of interviews and/or assessments, with waiting periods between these stages before a candidate is hired. This can add up to a stressful candidate experience, delays in filling skills shortages, and talent can be lost in this process where they find other work in between stages.&nbsp;
Advanced Direct Sourcing offers candidates a more streamlined experience, where organisations cut through red tape and provide timely feedback on their applications without compromising on essential stages such as <a href="https://www.comensura.com/what-we-do/what-is-vetting-and-screening">vetting and screening</a>, enhancing their Employee Value Proposition as an employer that treats candidates with respect.&nbsp;
This not only enhances the candidate's experience but also increases the likelihood of attracting top talent who appreciates a responsive and communicative hiring process.&nbsp;
<h3>Cost savings&nbsp;</h3>
Advanced Direct Sourcing can lead to significant cost savings: Saving on fees, reducing time spent on the recruitment process, and freeing up team members to spend time on their own roles and developing the organisation. At a time where public sector departments need to account for every penny, this is a massive benefit. &nbsp;
In addition, Advanced Direct Sourcing enables organisations to optimise recruitment spend by targeting only the right candidates and investing in leveraging their employee brand to those candidates that they are really looking to attract.&nbsp;
<h3>Advanced Direct Sourcing with Comensura &nbsp;</h3>
Advanced Direct Sourcing offers numerous benefits when it comes to talent quality. By reducing recruitment costs, enhancing candidate experience, and providing access to niche talent pools, Advanced Direct Sourcing attracts and engages the best talent in the market. &nbsp;
Selecting Comensura as your direct sourcing partner gives you the advantage of years of knowledge, as our <a href="https://www.comensura.com/solutions/advanced-direct-sourcing">Advanced Direct Sourcing solution</a> is powered by the Impellam Group. Impellam offers an impressive range of direct sourcing experience in a variety of industry verticals and types of roles. Customer success for us means cost savings, higher fill rates and shorter time-to-fills, but it also means better candidate experiences.&nbsp;
<a href="https://www.comensura.com/insights/quick-guide-to-direct-sourcing-for-the-contingent-workforce">Find out more about Advanced Direct Sourcing with our new, free to download 'Quick Guide to Direct Sourcing.'&nbsp;</a>
<a href="https://www.comensura.com/contact">Get in touch for more information&nbsp;</a>

How Advanced Direct Sourcing increases talent quality for the public sector 

In today's rapidly evolving skills and employment landscape, workforce management has become crucial for local authorities in the UK. To reduce skills shortages in public sector areas such as <a href="https://www.comensura.com/insights/crisis-in-care-just-how-big-are-the-talent-challenges-local-authorities-and-private-sector-care-facing-" target="_blank" rel="noopener">care </a>and <a href="https://www.comensura.com/insights/facilities-services-shortages-is-ed-i-in-facilities-services-the-key-to-solving-talent-challenges-" target="_blank" rel="noopener">facilities management</a>, it is going to be vital to remain competitive as an employer of choice for the best talent with the most relevant skills and experience.&nbsp;
In this blog post, we will explore some of the key trends that are likely to shape the workforce management of local authorities in the UK in 2024.&nbsp;
<h3>Automation and Artificial Intelligence (AI)&nbsp;</h3>
One of the fastest-growing trends in workforce management is the integration of automation and AI technologies. Local authorities have been using automation to streamline processes and improve efficiency for some time, as by automating routine tasks, such as data entry and report generation, valuable time can be saved, and resources can be distributed much more effectively.&nbsp;
AI was so prolifically mentioned in the UK throughout 2023 that <a href="https://www.collinsdictionary.com/woty" target="_blank" rel="noopener">it was actually Collins Dictionary&rsquo;s word of the year</a>. AI-powered solutions can provide valuable insights and analytics into workforce performance, productivity, and employee engagement. By leveraging this data, local authorities across the UK can identify patterns and trends in both success and shortcomings, and in turn, areas for improvement. Local authorities will then be able to make informed decisions about staffing, and how best to allocate resources to maximise efficiency.&nbsp;
<h3>Employee Experience and Engagement&nbsp;</h3>
In recent years, employee experience has emerged as a top priority for organisations. Local authorities should be no exception and so in 2024, part of workforce management will be focusing more on creating a positive and engaging work environment for their workers.&nbsp;
This includes providing opportunities for professional development, recognising and rewarding significant and/or consistent contributions, and promoting work-life balance. By prioritising the well-being and satisfaction of their workforce, local authorities can attract and retain top talent, leading to increased productivity and creating a local authority culture to be proud of.&nbsp;
<h3>Data-Driven Decision Making&nbsp;</h3>
Local authorities will increasingly look to leverage data analytics to drive decision-making and strategic planning. This data-centric approach will enable local authorities to optimise resource allocation, identify skill gaps in advance including repeatable hiring needs, and develop targeted training programs to ensure the best possible worker performance. &nbsp;
By leveraging data analytics, local authorities can make informed decisions that align with their organisational goals and enhance their service delivery.&nbsp;
<h3>A smarter approach to workforce management for Local Authorities</h3>
Comensura is obsessive about delivering a smarter way to work for local authorities in the UK. We overcome complex resourcing requirements for contingent and permanent labour required by government organisations through a network of specialist recruitment suppliers. If you're looking for a smarter approach to workforce management, <a href="../../../../../contact">get in touch via our contact us page</a>, we're happy to chat!

Workforce Management Trends in Local Authorities in the UK in 2024 

Vetting and screening can ensure the safety of the workplace, protect vulnerable people within that workplace, and help to protect a company&rsquo;s reputation. It can help eliminate potential candidates from the recruitment process that are not suitable, ensure candidates have all the requisites needed from the start, prevent time wasting, and reduce risk. <span class="EOP SCXW204477585 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335551550&quot;:1,&quot;335551620&quot;:1,&quot;335559685&quot;:0,&quot;335559737&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:160,&quot;335559740&quot;:259}">&nbsp;

Why is vetting and screening important in workforce management? 

The checks carried out during vetting and screening will vary depending on the company, the role, and the workplace. These checks can include, but are not limited to, identity verification, qualification checks, checking references, ensuring right to work and criminal records.<span class="EOP SCXW161847846 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335551550&quot;:1,&quot;335551620&quot;:1,&quot;335559685&quot;:0,&quot;335559737&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:160,&quot;335559740&quot;:259}">&nbsp;

What checks are carried out during vetting and screening? 

Employers should establish a consistant and standardised vetting and screening criteria, train staff on this process, and avoid discriminatory practices. Regular reviews can help identify and address any bias. Many companies use vetting and screening providers to mitigate risk and ensure compliance.<span class="EOP SCXW56410511 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335551550&quot;:1,&quot;335551620&quot;:1,&quot;335559685&quot;:0,&quot;335559737&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:160,&quot;335559740&quot;:259}">&nbsp;

How do you ensure a fair and unbiased vetting and screening process? 

Pre-employment checks are a vital part of the recruitment process for almost all employers. By verifying the background and credentials of a potential employee, hirers can ensure applicants are not only legally able to move into a particular role, but also they are likely to be a great fit for the position and wider organisation.&nbsp; &nbsp; These checks may include, but are not exclusive to, criminal record checks, qualification verification, and confirming the applicant has a right to work in the country of employment.&nbsp; In recent years, rapid technological advancements have impacted candidate vetting and screening significantly, making it easier for employers to verify the identity and credentials of applicants remotely &ndash; however managing pre-employment checks effectively can still be a challenge for many businesses.

What does vetting and screening cover?

Candidate vetting is the practice of checking, through third-party verification, whether the information a candidate supplies during the recruitment process is correct. The law requires employers to suitably vet potential recruits to ensure they have not provided false information and that they are eligible for the role they have applied for.&nbsp;
All organisations have a legal duty to prevent illegal working by carrying out right-to-work checks to ensure prospective employees can legally work for the organisation.
<a href="https://www.comensura.com/solutions/vetting-and-screening">Learn more about our vetting solution</a>

What is vetting?

Pre-employment screening is the wider process of making sure that applicants have the hard and soft skills, experience and values needed to perform well in their prospective future roles.
<a href="https://www.comensura.com/solutions/vetting-and-screening">Learn more about our screening solution</a>

What is screening?

From an employer&rsquo;s perspective, the vetting process should be considered from the earliest stages of the recruitment process, with the job description and person specification clearly outlining requirements. The job offer letter and terms and conditions of employment should also be drafted to include what checks will be undertaken. Thereafter, a vetting process will most likely include a &lsquo;right to work&rsquo; check and criminal record check, although the latter is often dependent on the sector, organisation, and specific role.

What is the vetting process?

As with vetting, screening should be built into the recruitment process from the beginning of the candidate journey. Every company will manage the screening process differently. For example, some may ask for references at the shortlist stage, while others will wait until a job offer has been made.&nbsp;
The screening process may include:
<ul>
<li>CV sifting to screen out unsuitable applicants</li>
<li>Telephone interviews</li>
<li>Further interviews &ndash; either face-to-face or online, one-to-one or panel style</li>
<li>Reference checks</li>
</ul>

What is the screening process?

Vetting process in Australia
Guidance on best practice vetting processes, the Australian Standard for Employment Screening (or AS 4811-2006), was published in 2006. While the standards are detailed in nature, they are broken down into three key areas:
<ul>
<li>Identify: Employers need to be able to verify physical identity and home address of an individual</li>
<li>Integrity: Prior work experience and referee integrity should be checked and police checks should be conducted</li>
<li>Credentials: Prior work experience, qualifications or professional memberships should be confirmed and references sought for prior positions.</li>
</ul>
Employers are required to undertake right to work checks to verify a person can legally work in Australia. Other vetting to ensure the &ldquo;eligibility and suitability&rdquo; of personnel is completed based on individual roles and business requirements. For example, Criminal Background checks &ndash; also referred to as Police Checks, National Police Clearance or National Police Certificates &ndash; are required for certain roles and employers. Checks are conducted through providers accredited by the Australian Criminal Intelligence Commission. These checks can also be carried out online to streamline the process, though in-person checks are also still utilised.&nbsp;
<a href="https://www.comensura.com/solutions/vetting-and-screening">Learn more about our vetting solution in Australia</a>
Vetting process in the UK
From April 2022, right to work in the UK checks can now be carried out online permanently, following a temporary change in procedure in response to the pandemic. Holders of biometric residence permits are now only able to evidence their right to work using the Home Office online checking service. Those without biometric permits can still go through a manual system which includes presenting physical documents which are verified with copies stored and dated.
For criminal record checks, employers can apply though the Disclosure and Barring Service (DBS) in England and Wales, Disclosure Scotland, or AccessNI in Northern Ireland. Applications can now be made online and must be countersigned. Some sectors and job roles, such as roles working with vulnerable adults within the care sector, will require organisations to carry out a criminal record check before employment can commence.
Some roles will include a medical questionnaire as part of the vetting process. However, employers should be mindful that the Equality Act 2010 prohibits asking health and disability-related questions without a valid reason. For example, to determine if the candidate can carry out a function that is intrinsic to the role or if they require reasonable adjustments to be made for them to do their job.
<a href="https://www.comensura.com/solutions/vetting-and-screening">Learn more about our vetting solution in the UK</a>

The vetting processes in Australia and the UK

What is vetting and screening?

Direct Sourcing is ideal for companies that have repeatable hiring needs as they can find talent with the skills that they need, and who are engaged by the brand, much faster than starting from scratch. So, if a company knows that they will continually have a hiring need at set times for set roles such as seasonal staff or during busy periods, direct sourcing will set them up to avoid staff shortages and lengthy recruitment costs.<span class="EOP SCXW75062100 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335551550&quot;:1,&quot;335551620&quot;:1,&quot;335559685&quot;:0,&quot;335559737&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:160,&quot;335559740&quot;:259}">&nbsp;

Why is direct sourcing good for repeatable hiring needs? 

Direct Sourcing means that you have a bank of talent already potentially interested in working for you and with the skills or experience needed, available to recruit from directly. This takes away the initial step of advertising a job and a company to suitable prospects, thus reducing the time to hire.<span class="EOP SCXW29951650 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335551550&quot;:1,&quot;335551620&quot;:1,&quot;335559685&quot;:0,&quot;335559737&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:160,&quot;335559740&quot;:259}">&nbsp;

How does direct sourcing reduce time to hire? 

Success in direct sourcing can be measured with a range of factors, including time-to-hire, cost savings, quality of candidates and workers, and the overall efficiency of the hiring process. Regular evaluation and professional management will help you to measure as you go, and refine your strategy to build on success.<span class="EOP SCXW181075489 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335551550&quot;:1,&quot;335551620&quot;:1,&quot;335559685&quot;:0,&quot;335559737&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:160,&quot;335559740&quot;:259}">&nbsp;

How do you measure the success of direct sourcing? 

Not only can direct sourcing save a company money when hiring talent, but it can also reduce time-to-hire, encourage faster and more effective onboarding, and create a more effective talent pooling of contingent candidates. They can also help to make a company an employer of choice, attracting the best talent based on employer brand and reputation.

What are the benefits of direct sourcing?

Our integrated approach to direct sourcing involves activating your EVP and employer brand to attract, curate and engage exclusive talent pools. With a pool of engaged contingent talent that a business knows is aligned with their brand and culture, employers can quickly, and cost effectively, attract and retain the right people for any given project or assignment.
<a href="https://www.comensura.com/solutions/advanced-direct-sourcing">Learn more about our Advanced Direct Soucing solution</a>

Our Advanced Direct Sourcing soltion

What is direct sourcing?

<div class="OutlineElement Ltr SCXW174276282 BCX0">
A talent pool usually refers to a database of potential candidates who possess specific skills or qualifications, with all the standard information such as CV and contact details. A talent bank takes it one step further, by actively engaging and nurturing individuals in this bank who share common attributes, interests, or connections, with the goal of keeping them interested in working for a company.<span class="EOP SCXW174276282 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335551550&quot;:1,&quot;335551620&quot;:1,&quot;335559685&quot;:0,&quot;335559737&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:160,&quot;335559740&quot;:259}">&nbsp;
</div>

What is the difference between a talent bank and a talent pool?

Talent bank means that you consistently have a source of interested and engaged talent that are already open to working for you, available to reach out to in times of skills shortages. There is no need to start from nothing trying to attract new candidates that need convincing of your worth as an employer, which increases the number of interested candidates in a much shorter period.

Does talent bank resolve skills shortages?

Talent banks can be industry specific or generic, depending on the businesses or organisation&rsquo;s needs. Some are tailored to specific sectors such as healthcare, facilities management, or construction. Others aim for a broader range of skills and backgrounds.<span class="EOP SCXW116935474 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335551550&quot;:1,&quot;335551620&quot;:1,&quot;335559685&quot;:0,&quot;335559737&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:160,&quot;335559740&quot;:259}">&nbsp;

Are talent banks industry specific? 

With your own <a href="https://www.comensura.com/solutions/talent-bank">Talent Bank</a> of flexible potential employees and contingent workers, you can attract and retain talent with the skills, experience, and knowledge that your business needs, all in one place.&nbsp;
 It makes the whole hiring process faster by providing you with an easily accessible pool of candidates that are pre-qualified to possess the skills, attributes, and qualifications that you need.&nbsp;

Why use Talent Bank? 

A number of key benefits exist for using <a href="https://www.comensura.com/solutions/talent-bank">Talent Bank</a> for your organisation.&nbsp;
<ul>
<li>Cost savings: By maintaining a bank of talent, you can reduce the recruitment costs of advertising positions and filtering applications. HR professionals that would usually be taken up with these tasks are also free to take on more strategic roles and focus on growth and development.</li>
<li>Time savings: A readily available source of talent means that a hiring manager or HR can quickly fill vacant positions without waiting for new applications, and without reduction in productivity while waiting for a new worker to start.</li>
<li>A proactive approach to talent management: You can proactively manage your talent pipeline by identifying potential candidates or nurturing previous candidates or contingent workers, before specific and often reoccurring positions become available. This creates more organised and strategic workforce planning for now and the future.&nbsp;</li>
</ul>

Benefits of Talent Bank

To build a talent bank, you need to follow some steps:&nbsp;
<ul>
<li>Define your talent needs: Identify the roles and skills that are critical for your organisation, as well as the ones that are hard to fill or have high turnover rates. &nbsp;</li>
<li>Source your talent: Find potential candidates from sources such as your existing workforce, referrals, social media, job boards, or talent communities. Partnering with external agencies or platforms can make this a more time and cost effecting process.</li>
<li>Screen and assess your talent: Evaluate the candidates based on their suitability for your organisation and the roles you need. A third party can use technology and specialist knowledge to streamline some of these processes.</li>
<li>Engage and nurture your talent: Keep in touch with the candidates in your talent bank by providing them with relevant information about your organisation, for example using email or social media, to communicate with them and build rapport. &nbsp;</li>
<li>Hire and onboard your talent: When you have a vacancy, you can easily access your bank of talent and select the best candidates for the role. &nbsp;</li>
</ul>

 How to build a Talent Bank

Comensura&rsquo;s Talent bank solution gives you real-time access to pools of high quality, pre-screened contingent workers, ready to go. Scale with speed and hire the same day from a pool of fully vetted candidates available 24/7. <a href="https://www.comensura.com/solutions/talent-bank">Find out more here.</a>

A bespoke approach to Talent Bank with Comensura

What is Talent Bank?

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Outsourcing payroll helps employers to save both time and money. By avoiding tying up team members with the long hours on administrative work associated with payroll, employers have the ability to focus on business growth initiatives. <span class="EOP SCXW111588782 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335551550&quot;:1,&quot;335551620&quot;:1,&quot;335559685&quot;:0,&quot;335559737&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:160,&quot;335559740&quot;:259}">&nbsp;
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In addition, outsourcing payroll to professionals ensures the best possible level of accuracy which can prevent penalty costs and HR issues.
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Why would an organisation outsource payroll?

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Payroll processing can be complex to manage because of the substantial number of varying factors and the amount of data involved as well as the knowledge needed in tax, national insurance, compliance, and employment legislation &ndash; which is frequently amended and updated. <span class="EOP SCXW58602607 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335551550&quot;:1,&quot;335551620&quot;:1,&quot;335559685&quot;:0,&quot;335559737&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:160,&quot;335559740&quot;:259}">&nbsp;
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Just some of the data involved includes pay scales, employee classifications, benefits, employment conditions, timesheets, and tax codes. It is essential to get all this data correct, to ensure that everyone is paid correctly and on time.
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Why is payroll so complex?

Accurate payroll ensures employees are compensated correctly, maintains compliance with tax and employment laws, and contributes to employee security and satisfaction. It also helps businesses and organisations avoid legal issues related to compensation and improve employee retention.<span class="EOP SCXW60924789 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335551550&quot;:1,&quot;335551620&quot;:1,&quot;335559685&quot;:0,&quot;335559737&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:160,&quot;335559740&quot;:259}">&nbsp;

Why is accurate payroll important? 

Why is it important? &nbsp;
Payroll is important for both employers and employees. For employers, it affects the cash flow, profitability, and the reputation of the business. Managing it in an accurate and punctual manner can help avoid penalties and avoid issues with employees. &nbsp;
Ensuring you are paying employees fairly, accurately, and consistently can also help attract, retain, and motivate workers. &nbsp;
How to do it? &nbsp;
There are different ways to do payroll, depending on the size, complexity, and preference of the business. &nbsp;
Some common methods are: &nbsp;
<ul>
<li>Manually in house, using spreadsheets, calculators, and tax tables&nbsp;</li>
<li>Using software in house, which automates the calculations</li>
<li>Outsourcing to a <a href="https://www.comensura.com/solutions/payroll">payroll solution provider</a>, who handles the entire process&nbsp;</li>
</ul>
Each method has its advantages and disadvantages, and the best option depends on the needs and budget of the business. &nbsp;
Why should you outsource payroll? &nbsp;
One reason to outsource is to save time and resources. Doing it manually or using software can be time-consuming and prone to errors, especially for businesses with many employees, temporary workers or complex tax situations. &nbsp;
Outsourcing payroll can free up team members from calculations, filings, and compliance issues, and generate cost savings by enabling them to focus on the core aspects of the business. &nbsp;
A typical outsourced solution will cover:&nbsp;
<ul>
<li>Eligibility to work &ndash; satisfying regulatory and legislative demands as well as organisational needs and requirements</li>
<li>Professional, vocational and educational experience and qualifications</li>
<li>Personal details and professional references</li>
<li>Financial checks such as probity, credit referencing, bank account checks</li>
<li>Criminal record checks, aligned to country location</li>
<li>Industry-specific checks, to comply with certain standards or trade requirements</li>
<li>Database checks, such as driving licence checks or Disclosure Barring Service checks, for working with children or vulnerable adults</li>
<li>Security checks, for working on designated projects.&nbsp;</li>
</ul>
Managing payroll with Comensura &nbsp;
Our easy-to-use payroll solution does the hard work for you, removing the administrative burden and providing outstanding candidate experience. &nbsp;
<a href="https://www.comensura.com/solutions/payroll">Find out more&nbsp;</a>

A typical Payroll solution covers:

What is payroll?

A Statement of Work is usually drafted by the project manager and is most often the first formal documentation that a company will receive when bidding on the work, so it is vital that it contains all the key information including timescales, measurable outcomes, and specific requirements.

Who writes a Statement of Work?

All projects require a Statement of Work that is unique to the needs of the work, but in short it should include all the specifics of that engagement. Most Statement of Works will need to include the scope of work, the deliverables required, time and resources, payment terms, client services, and any relevant terms and conditions.

What should a Statement of Work include?

Yes, but a&nbsp;modifications should follow a formal change request process, and these changes will most likely impact timelines, costs, or other project elements. Documenting these changes ensures that transparency and accountability is maintained at all times.<span class="EOP SCXW257478425 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335551550&quot;:1,&quot;335551620&quot;:1,&quot;335559685&quot;:0,&quot;335559737&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:160,&quot;335559740&quot;:259}">&nbsp;

Can a Statement of Work be modified during a project? 

A SoW typically includes the following 8 components:&nbsp;
<ol>
<li>Background: This section provides the context and background information of the project, such as the problem statement, the business need, the vision, and the goals</li>
<li>Scope: This section defines the specific scope of work that the contractor will perform, including the tasks, activities, deliverables, and milestones. It also outlines the exclusions, assumptions, and constraints that may affect the scope</li>
<li>Schedule: This section describes the timeline and schedule of the project, including start and end dates, deadlines, and dependencies. It also indicates the frequency and format of the progress reports and meetings</li>
<li>Budget: This section details the budget and payment terms of the project, including total cost, payment schedule, invoicing method, and acceptance criteria</li>
<li>Quality: This section defines the quality standards and requirements that the contractor must adhere to, such as the specifications, testing methods, quality assurance process, and quality control measures</li>
<li>Roles and Responsibilities: This section identifies the key stakeholders and their roles and responsibilities in the project, such as the project manager, project sponsor, project team, and project steering committee. It also clarifies the communication channels, escalation procedures, and decision-making authority</li>
<li>Risks and Issues: This section identifies the potential risks and issues that may arise during the project, such as the technical challenges, resource constraints, regulatory changes, and market fluctuations. It also describes the mitigation strategies, contingency plans, and risk management process</li>
<li>Terms and Conditions: This section specifies the legal and contractual terms and conditions that govern the project, such as the confidentiality clauses, intellectual property rights, liability limitations, and dispute resolution mechanisms&nbsp;</li>
</ol>
&nbsp;

What does a Statement of Work contain? 

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A SoW is an essential document that helps ensure the success of any project or contract. By clearly defining the scope, objectives, deliverables, and timeline of the project, it sets the expectations and obligations of both parties and reduces the chances of conflicts and confusion.&nbsp;&nbsp;
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A well-written SoW can ensure productivity, prevent unexpected costs, avoid misunderstandings or disputes, minimise delays, and ensure that the project meets the expectations of both parties.&nbsp;
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A SoW also helps monitor and control the project performance and quality and facilitates the evaluation and closure of the project.&nbsp;
</div>
</div>
</div>
</article>

Why use Statement of Work? 

Our <a href="https://www.comensura.com/solutions/statement-of-work-management">Statement of work management solution</a>, backed by a dedicated team, leverages our powerful VMS c.net to give you greater visibility, control, compliance and governance from your projects and services spend.&nbsp;
<a href="https://www.comensura.com/solutions/statement-of-work-management">Find out more&nbsp;</a>
&nbsp;

Statement of work management at Comensura 

What is statement of work?

A Vendor Neutral Service is an unbiased, neutral provider of your workforce. By using a vendor neutral service, you get access to the best candidates from every agency without being influenced by colleague relationships or preconceptions, without having to contact them yourselves.&nbsp;

What is a vendor neutral service?

MSP is short for Managed Service Provider and is where you outsource some or all your organisation&rsquo;s contingent recruitment to an external provider. An MSP solution can help your HR and talent acquisition departments find the best quality talent in the shortest possible time frame.

What is an MSP in recruitment? 

In a vendor neutral service, a vendor refers to a supplier or provider or goods or services. In the instance of recruitment, this might be a staffing or procurement agency.<span class="EOP SCXW95805809 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335551550&quot;:1,&quot;335551620&quot;:1,&quot;335559685&quot;:0,&quot;335559737&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:160,&quot;335559740&quot;:259}">&nbsp;

What is a vendor in a vendor neutral service? 

For visibility and access to the top talent, a vendor neutral MSP trumps the master vendor model every time. And because it increases competition in the supply chain, a vendor neutral MSP can reduce costs significantly.
<a href="https://www.comensura.com//solutions/vendor-neutral-managed-services">Find out more about our Vendor Neutral MSP solution</a>

How a vendor neutral MSP works

As your MSP, we take on the contractual relationship with recruitment agencies to put consistent and favourable terms in place. Because we give agencies the opportunity to supply labour to all our customer programmes, you benefit from highly competitive margins (typically cutting your total expenditure by around 15%).

Get more favourable terms

Your programme is continuously improved as a supplier&rsquo;s ability to meet set performance targets is ranked and awarded via a tiered system based on a balanced scorecard. Rankings are analysed by software to ensure they are completely objective. This allows us to identify underperforming agencies.
<a href="https://www.comensura.com/about/suppliers">Find our more about our Supplier network and how we support Suppliers</a>

Create a competitive supply chain

You get a single view of how much you&rsquo;re spending, with which suppliers, and why. When new sourcing needs come up, your hiring managers contact agencies online via our c.net vendor management system. c.net captures all transactional processes, from placing an order through to electronic time-sheeting and consolidated invoicing.
<a href="https://www.comensura.com/technology">Find our more about our Smart Tech</a>

Our smart tech does the heavy lifting

Your Comensura account team manages and develops relationships between your hiring managers and agencies to ensure processes continuously improve in line with your evolving needs. Plus when you need support around niche roles, new verticals, or changing objectives, we adapt your programme to suit.
<a href="https://www.comensura.com/about/our-people">Find out more about our Smarter People</a>

Receive unrivalled, people-led service

c.net is our purpose-built vendor management system. c.net allows you to manage every aspect of your contingent workforce spend in one place, bringing you lower costs, greater control, and increased efficiency at every step.
<a href="https://www.comensura.com/technology">Find our more about c.net</a>

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